This presentation shows how your company can attract the best applicants to your open positions. It is through the eyes of a job seeker who is not currently looking for a job, but would be open to the right opportunity. 60% of today's workforce is just like him! This slideshow contains examples of both good and bad Employment Branding, so you can implement the same successful strategies more easily. Many of the images in the slideshow are linked to their real versions. On the other side, it also shows job seekers the types of things they should look into when evaluating potential employers. ********** If you'd like to learn more, check out our webinar, Drab to Fab: How to Create a Smokin' Hot Employment Brand at the link below. http://www.careerealism.com/employment-branding-webinar-resources

1. DRAB TO FAB:
How High-Quality Passive
Candidates View Your Company
Using LinkedIn
Job seekers use LinkedIn more now than ever before.
This story shows how a company with an optimized LinkedIn
approach can win the interest of the best professionals who aren’t
currently looking for a new job.
Passive candidates are often the best fits for available jobs...

2. This is Paul.
He’s fairly happy with his
job right now, but if the
right opportunity came up,
he’d consider taking it.
He has a solid LinkedIn
profile and uses the site
every once in a while to stay
in touch with people in his
network.

3. You’re looking for the best candidates for your open
positions when you see Paul’s profile. He has the skills
necessary to thrive at your company.
It’s time to reach out to him.

4. You craft a message
to Paul, adding value
with a link he may
appreciate.
It will hopefully start
a discussion with
him, not necessarily
get him to apply right
away.

5. Paul opens the InMail message you sent him and clicks the
link because you mentioned why you were contacting him,
but you didn’t go overboard.
(A short, authentic message with one link is a lot more
likely to work than something longer that begs for an
application.)

6. Paul bounces around through
a few posts about your
company on CAREEREALISM
because they’re helpful for
him in his field, not because
they say,
“APPLY NOW! WE’RE GREAT!
WOULD YOU LIKE TO
APPLY? APPLY!”

7. Paul likes the article you shared with him, so he decides to
follow your company on LinkedIn.

8. Now that you’re in Paul’s newsfeed, your status updates
show up for him. Sometime in the future, he sees a post he’
s interested in, and clicks to read it.
(He might also be responsive if you follow up with him,
asking if he liked the content you sent to him before.)

9. Within the article, you
wisely linked to your
company’s LinkedIn
Careers Page. Since Paul
likes the content, he
decides to give that page
a look.
(He might have skipped
ahead to the job posting
page if you had shared
that with him.)

10. Paul has become more
and more interested in
your company with each
interaction he’s had,
because the content
actually provides value,
and it shows what sets
your company apart from
the competition.

11. Paul observes the profiles
of some employees, and
notices there are a few
people like him.

12. After all that he’s seen
about your company and
your employees on
LinkedIn, Paul is ready to
apply if there’s a job he
could picture himself in.
Because you already know
his skill set and his work
history, he will probably
apply. You wouldn’t have
contacted him otherwise.

13. Paul just submitted his application successfully. Because you
sought him out in the first place, you can fast-track him to the
top of the application pool. It’s time to schedule an interview!

14. If your company’s LinkedIn Company Page looked as lackluster as
this one, Paul never would have given your company a second
thought.

15. Because you had good
Company and Careers
Pages set up, Paul was
willing to learn more
about your company.

16. By seeking Paul out, you introduced him to the fact that other
companies might want him. That’s a pretty good feeling for him.
As a result, you can scoop him up before someone else does!

17. Paul is another one of the
many job seekers that will
interact with your brand
through your LinkedIn
Company & Careers Pages.
With the right approach, you
can compel him to join your
team and reach another
career milestone!

18. Would you like to get people like Paul interested in working for your
company? It can reduce your hiring costs (especially if you’re currently
using a recruiter), and it doubles as great PR! Check out what
CAREEREALISM has to offer for Employment Branding Services or sign
up for our free webinar & email tips, which come with a special offer....

19. Thanks for hearing Paul’s story!
Got questions about Employment Branding? Email
us at employmentbranding@careerealism.com.