The Perfect Fit

The Lines Between Consumer and Employment Branding Are Blurring

As the talent field has made the shift in its employer-brand focus from a “nice-to-have” to a “must-have,” there’s another significant trend that’s reshaping the way high-performing companies are communicating their mission, culture, and career opportunities.  It’s called talent branding.

Your talent brand is the highly social, totally public version of your employer brand that incorporates what talent thinks, feels, and shares about your company as a place to work.  Think of talent branding as employer branding 2.0.

No longer owned solely by recruitment advertising agencies or even human resources, talent branding is moving into the spotlight and sharing the stage with other branding, advertising, and marketing players and tactics employed by the savviest chief marketing officers. And they are applying the same rigor to the talent-brand development process as they do with any other high-stakes marketing efforts.

And, depending on the title on your business card, you may consider that a blessing or a curse.  It wasn’t simpler in the past, just more segregated.

Back in the proverbial day, consumers went to stores and job seekers went to the classifieds or the job boards. But in a digital world everyone is everything and goes everywhere. We are bombarded by content and channels and swayed by predictive technology, and seemingly unlimited options.

Hiring Skilled Employees is Extremely Competitive

1st quarter 2019 hiring trends indicate a robust job market that is highly competitive for talent acquisition. Companies who actively market themselves to attract and engage talent will set themselves apart. Talented professionals are researching the reputation of companies and their teams to determine if it is a potential fit. Further, candidates are paying close attention to feedback on candidate experience prior to applying. According to KellyServices.com and Linkedin:

• 75% of candidates research about firm's reputation and Employer Brand before applying for a job

• 83% of employers say that Employer Brand plays a significant role in their ability to hire talent
• 69% of candidates would not accept a job in a firm with a bad reputation even if that means being unemployed
• 97% of candidates who had a positive experience would refer others to apply
• 90% of global professionals are interested in learning about new job opportunities even though only 36% is actively looking

The Bishop Partners' team is constantly proactively targeting the talent pool to engage dialogue and market opportunities. Our proven track record of success over almost 18 years, brings the best people to the table for our clients while streamlining the hiring process.​​​​​​​  Our goal for acceptance of an offer by a candidate is 45 days.

If you need help identifying, recruiting and hiring critical employees for your company, contact Bob at [email protected]!