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Getting to Know You: Recruitment Branding Nancy Hatch Woodward/Human Resource Staffing Competition for talent is getting tougher these days, and it’s only going to get worse. After all, 76 million baby boomers – approximately one-third of the nation’s workforce – will start to retire in droves by the beginning of the next decade. You need to start thinking now about how you are going to replace them. So, how do you distinguish yourself over your competitors when it comes to finding, hiring, and retaining talent? It’s all about your brand, your recruitment brand. Tips for developing your recruitment brand: • Review your corporate brand How do your customers think about your company and its core values? Are you identified with a certain reputation, such as quality customer services, superior workmanship, or valuable products? Is your organization seen as a good corporate citizen or a leader in diversity? • Consider your audience and what they need to know If your target audience consists of R&D wizards; let them know your organization has monthly meetings to celebrate employees’ innovative ideas. • Examine your culture and the people who succeed Are your best people those who are fun loving, collaborative, and creative, or do they prefer to work independently and without fanfare? • Be honest with candidates about your environment Who are the type of people who tend to thrive in your environment? Don’t tell recruits that you are a family-friendly company if, in reality, a complete commitment to the job is what gets people promoted. • Take a look at your communication Do the pictures suggest an exceedingly serious environment even though everyone actually dresses in business casual? Are you giving off an image of a homogenous workplace, when yours is a place known for its diverse workforce? Have you used formal language even though your environment is pretty relaxed? Take time to consider the image you are presenting to recruits and the message you are trying to give them about your organization. Don’t be overly glitzy or make promises you can’t keep. Honesty is most definitely the best policy. Hiring someone based on a misperception costs you money when the employee leaves after a short tenure. An honest, well-thought out recruitment brand will lead to better retention and ultimately a win/win for you and the employee. Back to the library Reproduction of this article cannot be accomplished without the expressed consent of Human Resource Staffing. Don Schmitz is a popular speaker and writer on all aspects of HR and CEO of Human Resource Staffing. Don holds graduate degrees in Education, Administration and Human Development. Contact Don@HumanResourceStaffingInc.com 952 854 6040