A successful employment branding campaign is composed of many different elements. Employers need to focus on well-written content, photos, videos, blogs, social media, and the list goes on and on. But, sometimes it is whats not being done that can hurt an employers brand the most. This is why responding to interested candidates, every interested candidate, is so important. Many employers would argue that this requires too much of a time commitment. Many employment websites offer products that allow companies to send an automatic response to candidates after they apply to a position. Its important to remember that employment branding is not only defined by the information sent out to candidates, but also the interactions, or lack thereof, with them. One of the biggest complaints job candidates voice is the lack of communication with the employers they talk to; even if the communication is to say they are not right for the position. Candidates do not like feeling like the employment world is a black hole they send their resume into. One could argue that employers should only be concerned with the candidates they are interested in hiring. Take a moment to think about the other candidates. While they may not be the right fit for an organization, do they know of someone who would? Or could they be a consumer of their product? The experience candidates have with potential employers can influence decisions they make outside of the employment field. Maintaining a positive, consistent brand through recruitment marketing campaigns is one way smart companies are preserving and growing their businesses.
