How internal communicators can help bolster corporate recruiting

Unpredictable staffing can dramatically harm your ability to go after new clients and to guarantee high-quality service.

Quite literally, the success of your company hinges on your ability to attract and retain top talent. Communicators play a key role here. Here’s how you can help spearhead change and bolster your corporate recruiting efforts:

Review your employer brand.

You already have an employer brand — whether it’s any good or not is another discussion. As you think about how attractive your company is for candidates, you will, at minimum, want to come up with an employment elevator pitch and some messaging about why you’re better than the competition.

Talk to your recruiters about what’s working and what they need. Then, address weak messaging areas accordingly.

Smooth out the candidate experience.

Like employer branding, candidate experience is a longer conversation, but you can do some basic housekeeping by looking at the application process. Go through your careers site (on a mobile phone, as that’s how many applicants do it), and look for points of friction that might cause a candidate to abandon ship.

Talk to your recruiting team about the tools they use to manage the whole thing — those could also be causing delays, unpleasantness or terrible experiences.