Branded v. Generic
Branded trumps generic every time – job branding your messaging works regardless of organization, job level or media.
Hiring the wrong-fit candidate is costly.
When an organization ends up hiring people who do not feel affirmed or happy in their particular culture, they rarely retain them – and then have to start all over again – attracting, interviewing, hiring and training new people.
No recruitment advertising agency will deny the value of attracting right-fit candidates to a job. However, many recruitment advertising agencies try doing this by focusing on the emplyer brand, not necessarily the culture of the position that is actually being advertised.
Focusing first on the distinctive nuances of the opportunity and how that distinction will make the ideal person feel more valued is what distinguishes the M&W approach from other agencies.
M&W job branding attracts right-fit candidates.
The key to successful recruitment advertising is to figure out how a certain job opportunity is a little different, day-to-day, from similar jobs. Communicating the nuances of your culture through job-branded messaging is essential to attracting
right-fit candidates.
M&W job branding advantages at a glance.
- Successfully attract more right-fit candidates
- Reduce "soft dollar" costs attributable to personnel screening
- Decrease time to hire
- Increase new hire productivity
- Reduce training costs
- Reduce turnover
- Increase employee engagement
- Help achieve employer brand objectives
Job branding initiates employee engagement at your organization's first contacts with candidates, well before you ever receive their resume or meet them. Experience the job-branded difference for yourself by reviewing the following case studies.
Before & After Case Studies
