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Why You Need to Use Employee Stories to Drive More Quality Candidates to Open Jobs
Let’s face it: Employee Stories are the most valuable type of employee content and serve as a trusted window into an organization’s culture for candidates. 🪟
WHY THE TIME IS NOW FOR EMPLOYEE STORIES
Maybe your company has tried collecting employee stories in the past and it fizzled out. Maybe the system you used to collect stories was inefficient. But if you’re not already thinking about using employee stories to amp up your employer branding and drive more quality candidates to your open jobs - the time is now.
Employee content is a great investment if you're trying to get more high-quality candidates to apply to your hard to fill positions.
Candidates trust the company’s employees 3x more than the company to provide credible information on what it’s like to work there (LinkedIn).
But here’s the problem: According to Rally Recruitment Marketing’s recent research, when comparing the first 5 weeks of 2022 versus the last 5 weeks of 2021, employers published 21% more jobs content but candidates engaged 62% less.
This means that candidates are not clicking on job ads and companies are likely wasting their time and money on them. The answer is for companies to create employee content since engagement with this type of content is up by 174%. In sum: If you want to get in front of more candidates, create more Employee Generated Content. And it’s easier than ever to do this with GoodSeeker.
We built GoodSeeker to radically simplify and scale employee content efforts. Take your hiring efforts to the next level by utilizing your employee stories to promote open jobs!
BIG IDEA: LINK STORIES TO OPEN JOBS!
We’ve discovered a unique and easy way to combine what job seekers are looking for (more trusted employee content about work experiences), with the need to get more quality candidates applying to open jobs.
Let employees promote open jobs in their stories.
What’s needed is a reliable stream of employee generated stories, video testimonials, and related culture content combined with job endorsements recommended by employees.
GoodSeeker was built to automate this.
HOW MATCHING STORIES WITH JOBS IMPACTS QUALITY
Yes, it would be great to have a steady stream of employee stories driving traffic to your new careers and culture page. After all, it was big investment! But not all traffic is equal nor quality does matters now that applying for a job is as easy as clicking a button on LinkedIn.
Driving traffic to your jobs with employee stories that highlight your company values, DE&IB commitments, and employee experience has a big benefit.
Candidates who read employee stories first, then apply, are more likely to finish applying because they can more easily see themselves contributing to the role. Why would a job seeker apply to a job from a story that does not resonate with them? When company, employee, and candidate values align, you get higher quality candidates.
If you’re not using a platform like GoodSeeker make sure that recruiters are armed with stories that they can share with candidates that truly reflect your values. Encourage them to ask candidates if they relate, and why. A great recruiter is a story seeker, collecting candidate stories to qualify fit and interest - and to engage hiring managers in a better recruiting experience. Speaking of, check out this article we wrote on Recruiters as Story Seekers.
If you're looking to automate the story collecting process, GoodSeeker makes it easy to capture employee content related to the values in your job descriptions (i.e. skills, EVP commitments, etc.). You can then use employee stories to attract the best talent for your unique culture and roles.
5 STEPS TO DRIVE QUALITY CANDIDATES TO OPEN JOBS USING GOODSEEKER
- Step 1 - Pull a word from one of your company’s job descriptions (i.e. value word or skill word). 🔍
- Step 2 - Collect employee stories related to that word (i.e. collaboration). 📚
- Step 3 - Promote employee stories related to that word. Include a call-to-action on the story that takes readers to the job descriptions. 🔗
- Step 4 - Build spotlight pages with that word and link to them to 40+ review site employer profile pages (i.e. Indeed, GlassDoor). 🖥️
- Step 5 - Invite and encourage employees to share stories in their networks. 👥
In conclusion, employee stories help attract the best talent for your unique culture. If the stories highlight words in the job descriptions, you’ll end up with candidates who believe what they see (proof is in the stories) and are more likely to follow through with applying.
We’d love for you to try this method of using employee stories to drive candidates to jobs and let us know how it goes.
You can sign up for a free starter account at goodseeker.com.
MEET GOODSEEKER:
Our talent and candidate engagement platform connects talent to culture, gives remote teams visibility, and helps employers show candidates what it’s like to work on their team. The original Employee Story Generator makes it extremely fast and easy to collect, manage, and share employee stories for recruitment marketing, culture building, engaging remote employees.
Easily bring employee ambassador and referral campaigns to life with stories and ensure that the content your capture also supports priorities like DE&I, activating your EVP, and improving the candidate experience. Every story is an extension of your career site and SEO juice for recruiting.
We also invite you to get started with FREE account on GoodSeeker.
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