The most important part of employer branding is sourcing, identifying promising employees. The classic way to do this is with a job advertisement. To give applicants a good overview of the company, you should provide them with enough information. They will find this primarily on your website. However, landing pages are also very suitable for this. While companies usually use a landing page to obtain new leads, they collect applicants instead when recruiting. As with lead generation, go through every step of the candidate's application process. Important content on the page is meaningful information about the position and company culture, as well as a call to action that encourages the candidate to apply. CTAs are also a good way to invite applicants to a talent community or to request job alerts.
Employer Branding Example: Adidas sweden whatsapp data Design Recruiting Portal
A special approach would be to offer not one landing page for all company areas, but several for the different professional groups in the company. Adidas, for example, is successful with special landing pages such as the design recruiting portal. This is because different target groups have different needs and expect a form of interaction that suits them. Designers, for example, want an experience that correlates with their creativity requirements. The adidas design microsite has won many design awards to date. A similar approach is also conceivable in the IT sector.
Employer Branding Measure 1: Social Media
Social networks are also ideal for finding applicants. Business channels such as Xing and LinkedIn are clearly ahead of Facebook , Twitter and the like. Best practice examples here include Krones AG with its Facebook page, which has been "liked" over 110,000 times, and Telekom AG . These companies have understood how to give their future employees, trainees, working students and interns a broad insight into their working world. Above all, they are where the applicants are - on the social web.