Chances are, your organization has spent a lot of time developing a clear corporate brand over the years. It’s this brand that you are known for in your industry and the communities you serve. In terms of your recruitment strategy, a brand can also set the stage for the types of candidates your company attracts and the reputation you have on the job market. How well does your recruitment team convey this brand?

Your recruiter, whether you have an in-house team of recruiters or you outsource to a recruiting agency, needs to closely align their efforts with your corporate brand. These are some things you can do to make sure that your brand translates well through your recruiter.

Recruiters are brand ambassadors.

Remember that a recruiter is often the first line of contact that a candidate will have with your company. Therefore, he or she is acting as your brand ambassador – making an impression that will be a lasting one. A professional recruiter will understand this and take steps to try to get to know more about your company brand and culture. However do not assume this. Take the time to explain your brand in detail.

Your recruiter needs to hear your story.

The brand message you portray to others has a lot to do with the story of your company. From day one, tell your recruiter what this story is from the inception of your company to the innovation that your company brings to the industry. Explain what types of candidates fit well into your company and what goals you have for the future. This helps the recruiter tell your story to candidates and expands your brand presence in a truthful way.

Give your recruiter a list of brand values.

At the very least, create a short list of the values that relate to your corporate brand. These are the values that your company mission statement and vision are made of. Words like “respect” and “creativity” can help your recruiter get that much closer to matching candidates to your brand. This list of brand values can support better recruitment. It gives the recruiter something to refer to as each candidate is evaluated.

Educate your staffing agency about your brand.

During the initial phases of working with a staffing agency, you will want to spend time educating about your corporate brand. Explain how your brand relates to the kinds of candidates you want to bring on board. Give the recruitment team a chance to ask questions and provide input. Clearly and concisely explain your brand and its importance in your industry for the best results.

The more time you take explaining and enforcing your brand in the recruitment relationship, the better the staffing agency can meet your needs. Treat your recruiter as a first line of brand management and give the tools and guidance to be successful. If you are looking for recruiters in Georgia, contact Staffing Resources today.