When it comes to the corporate career page, it’s clear who stands out from the rest. Those who are responsive and branded specifically to their employer brand are the ones that stand out to candidates – and quite frankly – are the rivals of their competitors. According to a recent study by LinkedIn, companies who have a strong employer brand have a 28% lower turnover rate compared to those with less than stellar branding practices. It is important not only for recruiting the ideal candidates, but also for keeping them with your organization. Here are some stats to pay attention to when examining the effectiveness of your employer brand.

2 out of 3 candidates will accept a lower salary if the company has a good employer brand (Click to Tweet)

In recruiting, there is almost no better tool than a positive employer brand. If candidates believe they will be happy in the organization and mesh well within the culture of the company, they are more likely to take a pay cut. Considering 88% of Millennials want a better work-life integration, it’s understandable that they would want the experiences at work to be better regardless of the pay.  This work-life integration is focused on the increasing blend of the office and home lives into one; it’s not the same as work-life balance which focuses on the two being separate entities.

29% of jobseekers don’t think employers do a good enough job enforcing their employer brand (Click to Tweet)

A platform that allows users to brand the video interviews to their own standards is a big deal. Why? Well, branding video interviews to the organization’s standards expands candidate appreciation for the brand. After all, YouTube gets 6 billion views per month alone. Video in employment branding isn’t just for the big guys anymore.

76% of companies use social media to communicate their employer brand (Click to Tweet)

Social media is a perfect way to advertise job openings to even those outside the company zip code. LinkedIn alone has 2 new users per second, 3 billion total users, and 100 million users in the U.S. Recruiters can not only go searching for candidates and reach out to the qualified talent pool, but the talent themselves can reach out to recruiters. The connections on LinkedIn spread over 200 countries and territories, so nothing can stop recruiters from finding the talent outside their immediate surrounding.

37% of companies don’t have an employer brand strategy (Click to Tweet)

With capabilities like branding during the interview process, there’s no reason not to have at least some brand exposure. Video interviews aren’t just for large corporations anymore. Teleworking, telecommuting, video interviewing, and video conferencing are common in today’s technology-savvy HR. According to a study by Polycom and Redshift Research, out of the 1,205 businesses surveyed, 76% of them currently use video solutions at work.

36% of branding strategies are managed by HR departments (Click to Tweet)

That means 36% of HR departments have the capability to brand the interviews… much like the service we provide. The video job descriptions and the video interviews can be easily branded to meet company and industry standards. Video interviews are an easy way to integrate technologically advanced strategies into your employer brand.

Career pages, social media, and branding strategies all affect the way in which candidates view your organization. Your employer brand comes primarily from the opinions of accepted and rejected candidates. So it stands to reason that the 22% of jobseekers who don’t think employers do a good enough job representing their brand look at the 36% of companies who simply don’t have branding strategies as less than desirable companies to work for. There is hope for them, though. 

Bio: Julie Salerno, VP Sales

Julie Salerno provides guidance and leadership to GreenJobInterview’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.

Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.

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