Recruitment is indeed a brand building exercise

Brand building exercise

When we think of brand-building, we think of happy customers who’d be willing to vouch for us. Brand patrons truly are, the real assets of any company. No wonder, organizations worldwide, lay so much emphasis on customer satisfaction and resort to advertising, social media campaigns, lotteries, discount schemes, and just so many other ways of pleasing their customers.


Brand building is often associated with the sales and marketing department of any company. But as branding initiatives attempt to strike more personal chords with their customers, than the professional, brand building has become a collaborative effort. Each employee and every department within an organization need to contribute to brand building, playing by their strengths. And it is against such a backdrop that recruiters have emerged as the new torchbearers for the brand building exercise.


Why a recruiter should care about brand building


Imagine you are a job seeker and a recruiter calls you for an interview. Now, after having interviewed with you, the recruiter rejects you saying that your skills do not really match their job requirements. You may end up questioning, “Could they not identify this skill and requirement gap before wasting my time in this interview.” Such an experience leaves candidates dejected and slightly negative towards an organization. And because it’s quite natural for people to take to social media any and every emotion they feel, it’s more than likely that such dejected candidates may follow the same route too. Haven’t we seen people make snarky comments on Twitter and Facebook, trying to bring a brand down, only because they had an unpleasant experience with a company? Therefore, matching a candidate’s skill sets with the job requirements is extremely vital in today’s recruitment parlance. Recruitment intelligence makes the matching possible for recruiters or recruitment agency.


But recruitment intelligence does not only come handy when things turn foul and damage control is required. A recruitment process that’s proactively designed around recruitment intelligence goes a really long way in the brand building. Recruitment agencies can create a positive perception around the employer brand, influencing candidates to apply for job postings.


How a strong brand presence helps recruiters


The time and resources spent by a recruiter while building it’s organization’s brand value, is in reality, a long-term investment. Today’s brand building efforts will pay off tomorrow! A strong brand positing in the market is bound to attract the most talented and niche candidates for any given role. Candidates want to get associated with an organization that has a respectable name in its industry vertical. This way, recruiters can not just fill vacancies quickly, but will also be able to create a pipeline of candidates for future job openings.


Why recruiters must pick Talismatic for brand building


There are so many different metrics that can help a recruiter augment the brand value of a company. Add that to the complex deductions that a recruiter would need to make to plan an effective recruitment strategy, one that’s aligned with the brand building goals. Establishing a meaningful connection between the recruitment data, that’s pouring in from the past and present recruitment cycles, and translating the connection into actionable brand building steps can prove daunting for recruiters. Recruiters should not be spending all their time mired in calculations like these. After all, the idea is to eventually augment recruitment efforts by leveraging a strong brand value, and not losing focus completely and getting caught in non-core activities. Therefore, recruitment intelligence, in the form of Talismatic’s recruitment platform, must be picked by recruiters.


Talismatic allows recruiters and hiring managers to:

  • locate cities that have high talent density
  • find the ‘hottest’ recruitment sources
  • identify universities whose curriculum matches their skill demand
  • analyze job market trends
  • compare recruitment capabilities with competitors and the larger industry
  • gauge hiring timeframes
  • benchmark against competitor strategies
  • plan for contingencies
  • understand recruitment dynamics
  • address recruitment bottlenecks
  • align organizational and recruitment goals


And all of this data comes before recruiters in the most visually intuitive and summarized fashion, courtesy Talimsatic’s recruitment dashboard. So, if you’re a recruiter that thinks of the bigger picture, get a demo today!


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