I can’t afford to use another InMail in my cluttered inbox.
Every workplace has something special that sets it apart—the culture, the people, the opportunity. We are definitely at Biteable. But how can you bottle that lightning? And as “little fish” in an ocean of huge global talent, how can we showcase it in a way that tells the world what we are made of?
Recently, while scrolling through my LinkedIn feed, I found all the other posts starting with “Today is my last day at …”.
This goodbye is full of thanks and shouts. Often they reflect positively on their current former employer. But where are all the good things between “starting a new job” and “starting the next job”?
What’s the first time you’ve heard of the bottled lightning that made your company a great place to work?
The way the world views your brand will determine the success or failure of talent acquisition. And competition for talent is fierce. Without a prominent and iconic employer brand, it’s just another InMail in a cluttered inbox.
With all the time and money you spend hiring and recruiting, you can’t ignore the simple things that amplify your message and make it stand out.
I certainly don’t have all the secrets. But at Biteable, we have doubled our team while improving our talent in a very competitive environment. And I firmly believe the way we present our employer brands has played a big part in this.
(We found a way to get 10x more views and engagement on LinkedIn job postings. I’m not exaggerating.)
Here’s how we did it and here’s how you can too.
Why Employer Branding Is Important to Your Recruitment Strategy
Let’s go straight to the chase. No one clicks on links to job sites. No one is sharing.
LinkedIn is full of job postings that direct people to text-based listings on external job sites. However, these posts are of no help to you or your recruitment efforts. Of all content on LinkedIn, this type of job posting has the lowest engagement.
Reach out to your ideal candidate in a way that they can hear you, not just shouting into the air and hoping they will hear you.
You are competing for attention with Google, Microsoft, and the biggest companies in the world. We all know who they are and what they do. No need to explain. you do Employer branding is about capturing the attention of candidates in different, creative and different ways.
If done right, it’s a classic example of working smarter without working harder.
Employees are the best brand ambassadors.
There’s no better way to stand out than to energize your employees who are top brand advocates. Good employer brands present their current employees as brand ambassadors. Not because you tell them to do it, but because they really want to.
The first step to achieving this is to build a culture to be proud of. But once you’ve mastered it, it’s time to bottle the most important lightning bolt and package it in a way that people can share it far and wide.
employee want It will help you find good candidates. Your job is to give your job site something to share besides plain text documents.
One thing we’ve found at Biteable is that we need to give our employees something to be proud of. Not-to-miss job events, memorabilia worth sharing, and killer recruitment videos.
We need to take what makes our brand great and bottle it in a sharable way.
How to Capture Employee Experience in Biteable
Videos are part of Lightning at Biteable, so this is what we use the most to show us what makes us great.
Video isn’t the only way, but I’ve seen firsthand the impact video can have when I’m CEO of Biteable. When done right, videos can be engaging, shareable, branding and personalizing. Everything we are looking for when presenting the Biteable Employer brand.
And, as I’ll explain in a moment, using video to deliver Biteable experiences to the world has unexpectedly powerful results.
Job Posting Videos (10x More Engagement)
That came to my mind when I found out that job postings on LinkedIn have the lowest engagement rates. LinkedIn likes uploaded videos by default, so we’ve started replacing text and link-based job openings with Biteable-branded job posting videos.
The theory was that they stand out from crowded feeds, convey a lot of information in a short format, and provide people with something they want to share.
And we were right. Much more than we expected.
We have created a video template that is not only informative but also beautiful to look at. Next time we open, we will use this template as the centerpiece of our LinkedIn job postings. Our people shared it, their networks shared it, and our message reached a new feed.
The result was no joke, it was about 10 times the number of views and engagement. LinkedIn loves video almost as much as we do.
Whenever we have a new role to hire, we adjust the video and share it again.
Recruitment process update
Personalizing the hiring process can be your secret weapon when competing with Google. Send candidate video updates as the recruitment process progresses.
Before the interview, we will send you a video introducing the interview team. If a candidate has a question about our policy, mission or values, there is also a video about it.
It is more personal and sets us apart. We pride ourselves on creating a positive recruitment and recruitment process for all Biteable candidates, especially those not on our team. Our company’s values of always being human, transparent and inclusive are not just to show off. This is a message I want to send to everyone and everyone who wants to know more about Biteable.
Below we have recreated a video similar to the recruitment process video we use with real candidates.
culture video
All companies say so, but I’m not exaggerating to say there’s something special about Biteable. Our culture is what we are proud of, and our people are what makes our company great. It is one of our greatest strengths and is an important draw for our candidates.
We created a recruitment video around the culture of Biteable. We talk about roles and why they’re important, but we also focus on what our culture is and why it’s so great. This one video goes a long way in differentiating us in a crowded field.
We also share this year’s review video to celebrate our success and show how great our team is. The hiring process doesn’t start and end with the hiring process, and you never know what might trigger the interest of future candidates.
How can you too?
It doesn’t take much extra time and effort to introduce the enviable employer brand and hire the best talent along the way. And it’s not a universal formula.
It’s important to be more transparent about what makes a company a great place to work. We just do it our way. That’s what makes it fun. It is also part of helping candidates understand the DNA of the company.
No matter what your brand is doing, sick or lightning, these tips for promoting your employer’s brand are worth a try. Make as many adjustments as you like to fit your own hiring process.
Create job postings worth sharing
I am not afraid to share our secrets. Follow our leads and video your job postings for better engagement and shareability. Include scenes of people talking like us, or turn your written job postings into videos that look like this:
Recruitment and personalization of the hiring process
You have to work a little harder to get a huge reward. Make every hiring experience for your brand positive. The same is true for candidates who have not been hired. There are many possibilities here. Start by sending out personalized hiring process updates, then figure out what impacts your brand the most.
Introduce your interviewing team or leadership team to help candidates better understand the hiring process and who you’re talking to.
Send personalized videos with job offers and congratulate successful candidates.
Or use a personalized video to share bad news with failed candidates.
Capture the best parts of your culture with employee ratings.
No one knows what it’s like to be part of a company better than the people you work with today. Give your most powerful advocates a platform with these employee testimonials videos.
Don’t talk about diversity and inclusivity, show it.
If your company values diversity and inclusiveness, the talking won’t take you far. Take a walk by showing D&I initiatives in action.
Create a recruitment video that puts your company’s diversity first. Includes real employees talking directly to the camera about their experience with D&I at the company. It doesn’t have to be (and shouldn’t really be) a huge product. Videos shot with a mobile phone give the brand a realistic and personal feel.
Bring your LinkedIn feed to life with less “fun” and a little bit of lightning.
Give your employees a reason to share recruitment and cultural content through brand videos instead of boring links. Find and catch your lightning bolt and energize your team to showcase your employer brand that will make you stand out.