A big part of your employer branding lies within your recruiting process and the experience it creates for your job candidates. To elaborate a bit on that, I’m going to use some 3rd-grade calculus.

Just imagine, for every position in your organization you receive about 300 applications. From the 300 applicants, you will probably select 30 for further assessment and at least 5 for an interview. As a recruiter, you will meet 5 people during the interview phase for EVERY opening. But don’t be mistaken, all 300 applicants are forming an opinion about your organization. And whether this opinion benefits you or not, depends on how positive or negative the recruiting experience was for the applicant.

A final piece of math: if you’re a medium-sized organization, you may have approximately 10 vacancies annually. So, 10×300 equals 3000! 3k people exposed to your screening procedures (job ad, automated communications, screening) and 50 of which are very likely to share their thoughts with their friends and connections on Social Media, considering they visited your officed and interacted with you.

I hope with this simple math you can comprehend the potential impact of a negative review posted on Glassdoor, LinkedIn or Facebook. To make it more realistic, try applying these calculations to your company’s number of applicants per year.

So, what can be done to shape a recruiting experience that can actually benefit your employer brand?

The answer is not easy! But you can start by taking into consideration the following 6 recruiting tactics to adjust your existing processes and make them more candidate-friendly, enhancing this way your employer brand.

Let’s begin!


Design your recruiting process, select suitable assessment tools and don’t deviate much from that. Nowadays, everyone can acquire information about anything and candidates do take advantage of that to prepare themselves better, when entering a recruiting process. This means that candidates might even know the questions you are going to ask them and the type of assessment tests you use. So, it wouldn’t look right, if relatively similar positions at a certain company had various assessment steps and approaches. This could be interpreted as sloppy, inconsistent work or even discrimination! And you don’t want that.


The job ad is the very first thing an applicant sees when applying for a job at your company. With a bad job ad, you can either have a lot of qualified candidates or very few. Both cases are equally problematic. When having a lot of qualifies candidates, you have to invite all of them for further assessment, which may be extremely costly. And when having very few, it means that the possibility of finding the most suitable candidate is extremely low. Each of these situations arises from a badly written job ad. That’s why you should be precise (not too demanding and not too easy with regards to requirements) and provide him/her with all relevant information. This way you will encourage only the most fitting candidates.


As stated before, you should be inviting all qualified candidates. Why? Imagine two equally qualified candidates who happen to be friends. It would be very unfortunate if you would invite-only one of them for further assessment. This would seem inconsistent, which would ultimately impact negatively your employer brand. So, write meaningful job ads, that can actually help you distinguish between the fitting and unfitting candidates.


Provide your job applicants with useful information throughout the whole process. Scheduling the first interview? Send an informative E-Mail to your candidate on

  • where is the company located
  • how to get there
  • how long it takes to get there
  • who should the candidate ask for, after arriving
  • where is the toilet
  • how long will the interview last
  • who is going to conduct the interview

Google takes it one step further, by suggesting what questions the applicant should prepare and where to find the answers. You don’t have to take it that far, but you can minimize the candidate’s stress, by reducing the lack of information and giving them as much info as possible. As a matter of fact, research has shown that applicant reaction is more positive when they are being provided with information concerning the recruiting and selection process. So, don’t hesitate to explain the purpose of each assessment tool. Such an approach will not only improve the candidate experience, but it will also improve candidates’ performance.


Be honest, but also kindThink of something that the candidates could actually use to improve their performance in future interviews. A great technic is to place the negative aspect of feedback in-between two positives, which is called sandwich technic. So before calling the candidate, think of the two most positive aspects of his performance, which he demonstrated during the assessment phase, and one less impressive that requires some kind of improvement.


Ask the people that have been involved in your recruiting and selection process about the experience you offered them. Don’t just assume that they are happy because they showed up with a huge smile on their face! Measure their satisfaction with anonymous electronic surveys and improve your processes based on the feedback/suggestions you collect.


You absolutely must accept the inevitability of rejecting people and that it’s not in your power to change this. What you can change though, is the quality of the experience your process generates for the applicants. So, focus on creating a process that is friendly, fair and thus less painful. This way, you’ll be truly able to enhance your employer branding through the recruitment process.

And one last thought, if you’re still not convinced: recruitment standards are getting higher and candidates more demanding. If you don’t change now, you may have to pay the price later on, and the damage made to your image may even be irreversible at that point. So why not start adjusting from today, and avoid an unpleasant future situation. What has to be done is minor compared to the benefits that can be gained or the consequences to be suffered. Therefore, act proactively with regards to forming and managing your employer branding, starting from redesigning your recruitment experience.


I really hope this article was helpful. If you have other relevant thoughts and ideas in mind, I’d love to read them in the comment section. Make sure you don’t miss my future posts by following me on LinkedIn. Finally, if you’d like to get in touch, my email is ihor.bobryk@gmail.com

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