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Employer Brand represents an organization's reputation as an employer. Employer Brand is sometimes described as whether a company is a "great place to work" or "an employer of choice". The purpose of an Employer Brand is to attract, engage, and retain high quality employees whose values align with the company's. Employer Branding is defined as the sum of activities performed to communicate why the organization is a desirable place to work. Today, a company's employer brand reputation is influenced by word-of-mouth by what employees and former employees say to friends, family members and colleagues. Increasingly, brand reputation is influenced by what current and former employees post in social media forums and blogs.
Companies will often define their employee value proposition (EVP) in order to identify what makes them unique and compelling as an employer. They'll also convey in the employee value proposition what an employee can expect from them and what the company will expect the employee to contribute. One way that organizations do this is by identifying all the unique programs, people policies and values that demonstrate their commitment to employee growth and satisfaction. This value proposition is routinely communicated in all recruiting efforts and seen as a way to attract ideal candidates whose values match those of the company. Companies also reinforce this EVP with existing employees as it creates a bond with the company that extends beyond their salary and financial rewards.
Social Recruiting is commonly defined as the process of sourcing or recruiting job candidates through the use of social platforms and online communities. Social Recruiting takes place in online communities where meaningful conversations about career opportunities are occurring. The people involved in these conversation may include job seekers, employees, former employees, as well as representatives from employers like recruiters and talent acquisition teams. HR personnel with responsibilities for employee engagement and satisfaction may also be engaging in these conversations to listen to what is being said and make improvements to employee programs. Companies with strong employer brands are now empowering their employees to be "brand advocates" and their employees' socially shared content becomes effective at recruiting like-minded people in their networks. The effect is similar to employee referral programs, but magnified by their social graph.
Talent Acquisition is the process of attracting, sourcing, screening, selecting, and on-boarding a qualified job candidate for an open position. Talent Acquisition teams use a variety of sources to find high quality talent. These sources include internal recruiters, online job advertising, career sites, job boards, social networks, campus recruiting, external recruiters, and employee referral programs. Today, innovative Talent Acquisition teams have become very metric and performance driven and use tools like Google Analytics and Applicant Tracking Systems (ATS) to measure the health of their recruiting pipeline as well as candidate quality by source. These teams have also rapidly adopted Social Recruiting and "Candidate Experience" best practices to attract top quality talent.