As a marketer in a recruiters world, I clearly have a different perspective on this whole "candidate experience" thing. I'm less worried about getting people in the door and wondering how the hell you even got anyone to apply after those awful reviews. (Do you seriously have dry holiday parties? Forget it.)

The thing is, recruiters don't usually think about reviews and the candidates they don't get the chance to talk to. There's plenty more to worry about, including the hiring manager breathing down your throat about a candidate that doesn't appear to exist.

What if that exact candidate was going to apply but stopped in their tracks after they saw your online reputation? How mad would you be to know that the opinions of current and former employees posting on social media, internal company wikis and Glassdoor are sending your candidates running for the hills? I'm not so sure how many people are running but fact, studies show 96% of job seekers planning on reading your company reviews before accepting a job offer.

Now I've caught your attention. 

96% is a large enough percent to safely say it's more important than ever for community managers, employment brand managers and talent acquisition leaders to curate and leverage those employee perspectives to attract candidates who want to know “what it’s really like" to work at your organization. Actually making a difference, of course, is another story.

Join us for Recruitment Marketing 101: Thinking Like a Marketer to ..., Tuesday February 10th at 2pm EST/11AM PST where we’ll teach you how to upgrade your employment brand and social media marketing strategies to help candidates develop interest instead of  a strong interest in your organization.

You'll Learn:

• How to amplify your company’s message and employer brand across multiple social media channels.
• The value of responding to company reviews, accentuating the positive and authentically answering the negative.
• Using Glassdoor to market your company to active job seekers, Millennials and candidates on mobile.

Meet Our Speakers

Holland Dombeck: Employment Branding Specialist for Cox Enterprises

Holland is a marketer in the human capital and talent management arena, focused on delivering compelling content to you social streams and inbox daily. She is the former Editor of Fistful of Talent (now contributor) where she worked hand-in-glove with the site’s owner to create, produce, and manage The CYA Report (podcast) and The FOT Monthly (B2B webinar series).

Holland Dombeck is currently an Employment Branding Specialist for Cox Enterprises, focused on developing a unified brand for the Cox Talent Acquisition function both internally with Cox employees and externally to future talent. Her scope of work spans Cox Enterprises, including: Cox Communications, Cox Media Group, Cox Automotive Inc. (AutoTrader.com, Kelly Blue Book, Manheim) and related subsidiaries of the Cox Enterprise.

You can follow Holland on Twitter or connect with her on LinkedIn here.

Matt Charney:  Executive Editor, Recruiting Daily.

Matt oversees editorial strategy and content marketing for RecruitingDaily’s portfolio of online properties. Prior to joining RecruitingBlogs, Matt served in marketing leadership roles at leading HR technology companies like Talemetry, CornerstoneOnDemand & Monster. Matt began his career as a corporate recruiter for such companies as Walt Disney and Warner Bros.

Follow him on Twitter or connect with him on LinkedIn.