Where Employer Branding Comes into Play in the Recruitment Game

Esteban Gomez | February 6, 2016

If recruitment is a game, the players are fairly obvious: the employers who have work that needs to get done, the candidates who are interested in doing the work and the recruiters that try to find a perfect match between the others. But, just like in most strategy games, the pieces and the players are not all cookie-cutter replicas of each other. Each candidate has a voice and a personality, and so does each employer. The perfect match is found when the employee’s voice matches the voice of the company, and in this case, the employer branding.

Strategic employer branding within the interviewing process ensure that the employer’s voice is heard and that their culture and company ideals are represented so that the candidate can decipher whether or not their personal brand (personality, morals, ethics) is in sync with the employment branding of the company in question. Simply put, employer branding is another way recruiters can get one step closer to a pool of quality, like minded applicants and software like RIVS video employs customization and personalization options to promote and preserve employer branding.

Consider the options available for employer branding and style:

  • Email branding: Employers may customize their automated or one-off email templates by using their own colors, fonts, logos, images or verbiage. It’s your email so it should look and feel the way you want it to that represents your company’s image and voice.
  • Recruitment teams are offered an opportunity to record themselves greeting and welcoming candidates into the process and thanking them once the interview is over. This means that the employer’s voice is quite literally the first thing heard by a candidate and the last thing the candidate hears as well in the process.
  • Interest-building recruitment videos, if they exist, can be built into the introduction as well to give a sense of the company’s style and culture.
  • For on-demand digital interviews, the recruiter can be recorded asking the questions for the candidates. This serves two purposes – first in creating a sense of continuity between phone conversations and the online process and second in building a rapport between candidates and the recruiter. In this instance, familiarity can indeed create a sense of comfort.

interviewstream ensures that employer branding is not only protected with the use of digital interviewing software but there are in fact opportunities available to promote it, endorse it and share it! If recruitment is a game, this sounds like a winning hand for employers.

About The Author

Esteban Gomez is a marketing consultant with interviewstream. He loves learning and has a passion for traveling, having visited many countries including China, Colombia, Italy, and Peru.


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