Job sites such as Glassdoor also contain a wealth of insights about employers. Some of it is supplied by the company. Some of it, in the form of employer reviews, comes from employees, or candidates who’ve interviewed but not joined the company.

For a marketer (in this case, you), a mix of employer brand reviews can pose its own recruitment challenge.

Pay attention to what’s being said. Engage with the client about how to best respond to those reviews. Ideally, this should include an internal review of feedback and actions where appropriate. A company representative should then respond publicly to the concerns highlighted within employer brand reviews.

Reputation management falls under the recruitment marketing remit. But, when speaking with candidates, be as honest and transparent as possible. It doesn’t serve anyone to put a candidate into a role, and for the role or environment to turn out significantly different from what was described. The fresh employee may soon reconsider, and you may find yourself working on the role again.

Job sites have become fundamental sources of marketing engagement. And there are quite a few job boards to consider. One of our partners is Indeed, which we use to advertise vacancies on behalf of our clients.

Careers-focused sites comprise a fundamental component of the recruiter’s marketing toolkit. But they are only part. I’ll next touch upon social selling, a long-tail strategy for effective recruitment marketing.