How people perceive your brand is crucial to your brand’s success. It can affect sales and conversion rates and how much your customers trust you and will likely recommend you to friends and family. But what about how your employees and potential employees perceive you? This is something that can be equally important.
Good employer branding can have numerous positive effects for your organization. It can be part of why staff stay loyal to you, but it can also help attract the best candidates. It’s worth looking at the statistics to understand how vital employer branding is to job hunters.
Why do employer branding statistics matter?
Let’s imagine you’re a job hunter. You have seen several suitable vacancies that match your skills and experience. At first glance, they meet all your expectations regarding salary and career progression.
So, do you apply for every vacancy, or do you look a little deeper into each potential employer? Consider the following employer branding statistics:
- 75% of job hunters will consider the brand of any potential employer before applying for a position.
- 55% of recruitment leaders take a proactive approach to employer branding.
- 72% of recruitment leaders think employer branding has a significant impact when hiring new staff.
Further to those figures, the same respondents believed that good employer branding had the following effects on the hiring process:
- A decrease of 50% in the average cost per hire.
- 50% increase in the number of qualified candidates applying for any position.
- A reduction of 28% in staff turnover. Good staff retention rates can lower costs and enhance your employer’s brand.
- Up to two times the speed of the hiring process.
From the perspective of your recruitment teams and HR staff, positive employer branding can make their jobs easier and save your organization money. Because many businesses are adopting diversity recruiting strategies, doing it right and creating a positive reputation is essential.
The power of social media for employer branding statistics
A staggering 4.9 billion people use social media. That makes the various social media platforms powerful tools when it comes to any reviews and opinions about your business. Reviews from both customers and your employees are equally valuable. This means that you should be monitoring what potential candidates and current and past employees have said about you.
You must also consider which social media platforms you can use in the recruitment process and how to use them. Just as you might look at the different benefits of app modernization, you want to focus on the platforms most likely to deliver results, which may vary from sector to sector. The two most beneficial platforms for recruitment are:
1. LinkedIn
As the world’s largest social media platform for professionals, LinkedIn may play a significant role in the recruiting process. It has more than 75 million businesses listed, so it can be perfect for both businesses to recruit and for people to search for jobs. Your business website may give potential customers a good impression of your company, and you can use your LinkedIn profile to give potential employees their first glance at your business.
Your LinkedIn profile can provide a jobseeker with important information about your organization. This includes company size, links to your website, as well as leading figures in the business, and any endorsements they have from fellow professionals. It comes as little surprise to find that 77% of recruiters regularly use the platform.
2. Facebook
Although it’s the largest platform, only 39% of recruiters use it to find candidates. It can be a busy two-way street. Potential candidates can use it to read reviews on your business from past and present employees.
Recruiters may use Facebook to screen potential employees and ensure they are a good match. While it may offer a different level of professionalism than LinkedIn, it can be a great platform to present a positive image.
This means recruiters should not neglect Facebook as a source of potential candidates. Some 81% of job seekers want to see career posts on Facebook. So, employers should consider using it, especially given the number of specialist groups on the platform which may focus on your particular sector. Just like a multi app approach to a project, it’s good practice to implement a multi-platform approach to recruitment.
Employer branding statistics and social media
It’s not just about how you recruit staff. It’s about how your brand appears to job seekers. The actual recruitment process may take place outside of social media. In a digital era, savvy candidates want to know as much as possible about a potential employer. It may also include aspects that recognize candidate needs, such as remote interviews.
While they may look to third-party review sites such as Glassdoor, they are more likely to look to social media to see what people are saying.
When thinking about branding for recruitment purposes, you should consider these insightful statistics:
- Around 57% of job seekers will use social media when searching for a new position.
- 84% of businesses will use social media to recruit new staff.
- 70% of managers have had success when using social media as a recruitment platform.
- 94% of recruiters utilize social media.
It’s also worth noting the demographics of job hunting. Within the age group of 18-34 year-olds, 73% of job seekers found their last job through social media. Consider your branding policy carefully in the same way you might think about how you would choose a platform.sh modern PaaS.