How a Candidate’s Career Stage Impacts Employer Branding

No comments

A recent Hinge Research Institute employer branding study of over 1,000 people at professional services firms aimed to uncover what matters most when it comes to aligning talent with an organization’s needs. Sure enough, some of the findings bore no surprises. (We all already know that a competitive salary and benefits package are still important). 

But other results revealed useful nuances among job-seekers based on where they are in their careers. Even more consequential were findings that companies may be failing to differentiate messages that speak to people’s distinct priorities.

Attracting Top Talent

To start, let’s talk about the importance of cultural fit to both job-seekers and recruiters. Fifty-seven percent of job-seekers across all career levels consider culture as important as pay when evaluating job prospects, while 75% of recruiters said cultural fit was more important than a candidate’s work history and experience.

This tells us that having a strong company culture is absolutely essential for both evaluating how new talent will fit into your organization, as well as attracting the right talent in the first place. All of which dictates the need to define and clearly communicate about the culture.

Candidates’ Priorities Depend On Career Stage

Candidates’ priorities — and the way they seek their next opportunities — vary according to where they are in their career journey. To attract the best people at any level, your organization needs to be proactive about meeting them where they are, which means knowing what they care about and how they are looking…

Source: ERE

TRG Guide

Sponsored By