Employer Branding is impacted by the recruitment process.

Employer branding is often overlooked when recruiting new staff and can make or break a good talent hire. Assuming the company has a good employment reputation and an attractive and unique value proposition for potential candidates. Iif the recruitment process does not meet the high standards promoted in the marketplace, all the branding efforts become secondary.

If you as a company/employer are advertising the role directly, then delay contacting a recruitment agency to assist until you’ve closed your internal process. Combining the two in an attempt to make sure you get the best person for the role in the shortest timeframe will only cause confusion and cost you more time, resources and money!


Candidates may be approached by different agencies for the same position, while possibly having already applied directly to the job ad, which will create confusion in terms of who they should actually speak to and, in general, gives the impression of a disorganized hiring method.

The importance of a structured process and of having competent recruiting partners becomes even more significant when you recruit at senior levels where the stakes are much higher.

Communication is paramount throughout the recruiting process. Even no news, is news to a candidate. The biggest mistake companies make is when they don’t supply recruiters with feedback. They don’t return calls or emails and it creates a very negative impression on both recruiter and candidate alike.

Candidates evaluate their experiences based on the type of interaction they will have with the recruiter (assuming a recruitment agency is being used)  firstly and secondly with the hiring company. So making sure you’re using the right recruiter for you is more important than you realize.


Always ensure you have the following laid out when recruiting:

Corporate culture explanation – tell the recruiter what the company is like, and how to sell the company to the candidate if they’re not worked with you before.

Recruitment timeline (how long until a decision will be made)

Recruitment process (how many interviews, what type of interviews, etc until the decision is made)

These small details can make a difference to the overall candidate experience and should not be neglected. A well-managed process will keep the candidates engaged and make them feel valued.


What companies fail to realize is that candidates are engaged with a company’s brand throughout the recruitment process. If a company values their brand, they will want to make sure there is a positive brand experience throughout.

Regretting unsuccessful candidates is just as important as communicating with the successful candidate.

At the end of the day, you want an unsuccessful candidate to walk away saying, “I’m disappointed that I didn’t get that job, but what an awesome company that is. I really hope I get the opportunity to work for them one day”