Talent branding is one of the most influential factors that impacts hiring outcomes. An employer talent brand is the unique imprint a company leaves in the minds of current, past, and potential employees. It’s the sum total of perceptions, feelings, and beliefs about the workplace. Talent brands are so influential that 91% of jobseekers evaluate an employer’s brand before applying for a job.
While having a strong talent brand is vital for every company, it’s especially important for companies looking to hire developers. Developers expect to work on innovative projects and with cutting-edge technologies. An effective talent brand shows developers that your tech team represents such an opportunity.
But how exactly does a company create a compelling talent brand, one that attracts developers and competes with big tech for world-class talent?
To answer this question, we created an ebook, How to Build a Tech Talent Brand. Here are the key takeaways.
An employer talent brand is the unique imprint your company leaves in the minds of current, past, and prospective employees. It’s the sum total of perceptions, feelings, and beliefs about your workplace. While other forms of branding might focus on the company’s products, services, or vision, the talent brand focuses on the experience of working at your company.
The employer talent brand can be the litmus test they apply when weighing job offers or considering a switch. In fact, 69% of candidates are likely to apply for a role if the company actively manages their employer brand.
A strong talent brand isn’t just a recruitment tool; it’s your company’s competitive edge. It’s a declaration of what you stand for as an employer, and it speaks volumes to prospective tech professionals evaluating their next career move. Your talent brand has a far reaching influence, impacting initiatives ranging from hiring and offer acceptance rates to company culture and employee retention.
Key benefits of a talent brand include:
The goal of building a talent brand is to tell a story that attracts developers and competes with big tech for world-class talent. But how will you know if that story is successful?
A strong tech talent brand has the following qualities:
Building a talent brand is a collaborative endeavor and necessitates participation from multiple departments. Owners may vary from organization to organization, but common stakeholders include:
Be sure to tap into the insights of the technical employees at your company. These individuals not only embody the success of your existing employer branding efforts but also hold the key to refining and enhancing your appeal.
To start engaging with your tech team, set up informal interviews with individuals across departments. Employee surveys are another way to collect developer insight.
Outside your company lies a vibrant community of tech enthusiasts and passionate developers. Immersing your brand in this community not only amplifies your presence but also showcases your commitment to fostering and nurturing tech talent.
Getting involved in the developer community comes with two important benefits.
Traditional job descriptions often read like a laundry list of requirements and responsibilities, with little to differentiate one company from the next. But when you’re competing for top tech talent, a mundane job description won’t cut it. It’s time to reimagine how you present these roles to potential candidates.
Like any marketing or branding strategy, your employer branding initiatives should be backed by data to measure effectiveness and inform future strategies. By weaving data analytics into your employer branding strategy, you ensure that your efforts are continually optimized. This not only maximizes the impact of your initiatives but also ensures that you stay relevant and responsive to the tech industry.
To learn more about talent branding, check out our ebook: How to Build a Tech Talent Brand: The Definitive Guide.