In ‘Part 1’ we discussed the Tech Scene Anomaly and how traditional, glossy, marketing collateral might not resonate with the tech market. In this post, we move beyond coverage, job specs and advertising to focus on reaching talent through third parties and how to ensure your Employer brand isn’t lost in translation.
Whether they’ve actively thought about it or not, every single organisation has a employer brand. Although far wider definitions are possible, we can essentially sum employer brand up as how a business is perceived by those individuals who might become its employees.
Employer brand plays an absolutely vital role in securing staff because on first contact, preconceptions are everything. This is nowhere more keenly felt than in the London tech market where meetups, code-sharing sites and high-frequency of job hopping creates close-knit networks among similarly-skilled, high-demand individuals. Any employer known within these circles can expect to be both discussed and judged by potential hires. It is imperative to bear in mind the implications of this judgement will either divert or attract target hires. So, rather than focusing on the glossy collateral, when it comes to tech hiriting, what should you be considering in order to boost your Emplyer brand?