A good employer brand is earned through good behavior, and it starts from the moment the first hire is made and continues with every hire thereafter. It’s a simple process really: be kind, be mindful, and follow through. But, as with all things straightforward, most of us have a tendency to overcomplicate the process as the business grows and we somehow “forget” to keep the process real and simple.

So, back to basics – It’s a simple 4-step process that ensures good behavior, good hires, and a good employer brand:

• Clearly define what you are looking for in a hire and why you are hiring
• Be honest about who you are as a company and as an employer
• Tell the candidate what you really expect of them
• Follow through by letting the candidate know what they can expect during the hiring process regardless of outcome, and when they can expect it

So where am I going with this? The Candidate Experience and your Employer Brand, and let’s not forget your bottom line, the ROI, are all interlinked. Treat your candidate with respect and in return you’ll earn respect and prosper. Karma comes to mind, where intent and action influence the future.

For a real deep dive into why the Candidate Experience matters, consider joining me at this year’s first annual Candidate Experience Symposium on Friday, September 19, in Chicago, where, among others, Gerry Crispin, Elaine Orler, Chris Hoyt, Marvin Smith, and the grand dame of branding, Ms. Libby Sartain, will share their stories, advice, and statistical findings on why the candidate experience matters to you!  

@TheCandEs @RecruitingBlogs