In this Monster webinar, author and small business consultant Roberta Matuson shares valuable insights about building a successful employment brand, based on her experience and conversations with small businesses.
Monster Webinar: Four Steps to a Successful Employment Brand
Four Steps to a Successful
H it a Recruiting H ome Run
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Roberta Matuson is the author of the international
bestseller, Suddenly in Charge: Managing Up,
Managing Down, Succeeding All Around (Nicholas
Brealey, 2011), a Washington Post Top-5 Business
Book for Leaders, and the forthcoming book, Talent
Magnetism (Nicholas Brealey, September 2013).
Roberta is the President of Matuson Consulting, a firm
that helps organizations achieve dramatic growth and
market leadership through the maximization of talent.
In this webinar:
Covering your bases:
‣ Why employment brand is so important to your small
‣ Evaluate it objectively
‣ Improve it without breaking the bank
‣ Maintain it going forward
What exactly is an
Presents a picture of your company to:
‣ Prospective candidates
‣ Current and past employees
Forms a collective history of your company
Including people who
were or may someday
be your customers.
The difference between
recruitment and employment brand
Recruiting is tactical
‣ Speaks to active job seekers
An employment brand speaks to both active
and passive seekers
‣ Creates an emotional connection
‣ Addresses their “wants”
Be sure to incorporate your employment brand into collateral
‣ Offer letters
‣ Job descriptions
‣ Career page
Is employment branding
important for small companies?
The answer is yes!
‣ Maximizes your recruitment costs
‣ Saves you valuable time and effort
‣ Enables you to level the playing field
‣ Broadcasts your job opportunities
‣ Conveys your company culture
More Time +
More Money = Success
A GREAT employment
brand drives engagement
Tell your company’s story in a compelling way
Draws the right candidates toward you
Creates an emotional connection with active and
passive job seekers
Help you increase the number of accepted offers
Reinforces your marketing brand
Job seekers tend
to be “me-centric”
What exactly does this
company have to offer to me?
What does the leadership
team look like?
What can I expect in terms of
How will you invest in me?
‣ Looking for benefits that go
beyond the norm
While salary counts - it’s not #1
Workforce Talent: Job Seeker Survey – a survey of 6,000 Monster job seekers conducted January – February 2013
What do candidates
value in a company?
‣ Co-workers they can relate to
‣ Great work atmosphere
‣ Competitive pay
‣ Job stability
‣ Workplace flexibility
These four points
Don’t overlook the
four laws of mutual attraction
Beauty is in the eye of the candidate
Beauty comes from within your
Looks are paramount
Attraction must be mutual
Download the complete webinar, Four Steps to a Successful Employment Brand.
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