In today’s employee market, employer branding is much more than just a marketing strategy or simple talent acquisition; it's the tangible representation of everything a firm stands for, including its corporate culture, workplace policies, and even its social commitments.  

On October 6th, Scott Foster, Vice-President of Talent Acquisition at GardaWorld, took part in a webinar with Allison McCutcheon Barcz about breaking through the noise and attracting the right candidates for your organization. Here are some key takeaways from the discussion.

Watch the  webinar: The New Employer Brand and How to Break Through the Noise

 

What are the new challenges for organizations when it comes to recruitment? 

“We know candidates are inundated with a constant stream of information and opportunities, making it more challenging than ever to stand out from the crowd. As recruiters, we fully understand how overwhelming it can feel to navigate the complexity and focus on how companies can keep their brand fresh, while staying true to their core values,” explains Mr. Foster. 

The modern talent acquisition landscape is in constant evolution, and the pandemic has transformed employer branding. For Mr. Foster, one of the biggest challenges that every organization must face is to ensure that the candidate experience reflects their core values. 

A strong employer brand is critical because it helps your organization stand out in the way that it helps educate potential employees on who you are and what you stand for. Transparency and being true to who you are as a company is also helps potential employees see the bigger picture of where they fit in the company.

 

How has GardaWorld’s strategy around employer branding evolved over time to meet new challenges? 

“It’s our role to showcase who we are as an organization and make sure that awareness is not only internal but also external as well. This means that we have to communicate the best we can and in as many ways possible,” says Mr. Foster. 

Currently, statistics show that they are two jobs available in the general job market for every person looking: it’s a candidate’s market. Therefore, competition is at its peak. Recruiters not only compete with other security industries, but also compete against various other service industries, which they constantly need to keep in mind. 

“Our marketing team, globally and at the local level, does an incredible job at creating content that speaks to people and attracts as many potential candidates as possible. We are constantly looking to utilize our employer brand to create a bridge between what a candidate is looking for and what we can create within our organization. It’s all about meeting each other halfway,” adds Mr. Foster. 

Since the pandemic, recruiters must keep up with frequent and consistent meetings to understand how to evolve and keep their recruitment numbers growing. More importantly, they must also manage employee expectations upward so that the brand can adapt, be transparent, and ultimate be attractive to candidates. 

At GardaWorld, we are always searching for ways to make our employment process as simple as possible and to ensure tha we have the right candidate to connect with our company. Candidates may experience hiring as a highly transactional process that treats them like a number.  

Our intention is to create an environment where their candidates can immediately feel at home. In any case, our goal is to develop a procedure that makes the entire process of going from application to paycheck simpler than ever. 

“At the end of the day, the main question we need to ask ourselves is how do we create a connection with someone? Most specifically, how we formulate the diverse connection points and what they look like,” concludes Mr. Foster. 

If you’re looking to join our growing ranks, we have many job opportunities available.