Post de James Ellis

Data shows it takes 17 touches to recruit a passive candidate. 1: Are all 17 of your touches aligned or do they just say "stuff"? 2: If the first 10 touches focused on one core idea, would you need the other 7? 3: 17 touches proves that recruiting is a "brute force" game. And that's the kind of game only the "rich" companies can afford to play. Or win. But that's not the only way to do it. A strong employer brand connects your recruiters, your hiring managers, your career site, your gl@ssdoor responses, your job postings, your social media, and even your consumer brand to make each touch more effective and value. And it costs less than two LinkedIn recruiter seats.

"Executives want culture change while keeping the existing power dynamics that actually generate culture unchanged. In other words, they want culture change for free. It doesn't work that way." - Charles Lambdin This sure sounds like it explains recent issues with RTO/WFH and DEI to me. via Stowe Boyd's workforce newsletter

Employer branding isn't about "💋 on a 🐖" It's about how great the 🥓 tastes. (And yes, not everyone likes bacon. That's the whole point of being different.) Thanks for coming to my Ted Talk.

The most expensive employer brand is a bland employer brand. One that says, "we're great" without giving a candidate to choose you over every other company. The choice is pretty simple: create a meaningful, credible and obvious difference with your employer brand or just keep spamming job boards and people.

I got the chance to talk at TALK (meta much?) last week to dozens of TA leaders. They've been kind enough to let me share the first part of the presentation which I cleverly called No BS EB. Here's a teaser. The full video is on YouTube.

Employer branding is the tool that allows Talent Acquisition to control its own destiny. 🚀 When you are building a pipeline of great people who "get" what you offer (to the point of preferring you over others" 🚀 When you have a talent strategy that attracts hireable people rather than applicants 🚀 When it is crystal clear how you aren't like your competitors (and talk to people who care about that difference) 🚀 When you aren't burning time throwing spaghetti against a wall 🚀 When each spend is strategic instead of tactical 🚀 When hiring managers trust recruiters 🚀 When the C-suite sees that you are creating impact without increasing your spend That's how TA claims (and owns) its seat at the table. And the best part? Every 👏 single 👏 company 👏 can 👏 build 👏 and 👏 use👏 their👏 employer 👏 brand.

The beating heart of employer brand is simple. Don't tell people you're "great." Show them how you are different. Why? Knowing your difference is knowing who you appeal to most and why they want to work THERE (instead of kinda sorta anywhere). Knowing your difference is knowing the things you offer that are not just “kinda like a million other companies” but rather are something they are looking for and can’t get other places. Knowing your difference defines where you win, and win in a way that makes recruiting and hiring feel more effortless. Define your difference!

I know, right? For the record, I write, design, and lay out every single part of my books. No AI, no ChatOMG, no cheating. Each one was written to reach a TA leader, marketer, or recruiter and help them see how useful, powerful and valuable a strong employer brand can be. Have a great Sunday. #TalentAcquisition #EmployerBranding #Recruiting #BusinessGrowth