In recent years, the concept of employer brand has taken hold as companies compete for talent. Just as a strong market identity gives a company the capability to charge premium prices — think Apple, American Express and BMW — a strong employer brand assists with recruiting in a competitive job market.
Traditional recruitment involves high-touch events such as recruiting fairs and open houses at Ivy League colleges. These efforts typically cost millions of dollars and countless hours in staff time to organize, and they make sense if you are hiring large numbers of staff from an easily identifiable demographic. But what if you’re trying to recruit a handful of talented developers or security professionals from a competitor? That scenario calls for a different approach based on research, respect and sophisticated tools.
To continue reading this article register now