We all know too well that, in the current, highly competitive and tight global labour market, talented tech B2B talents are scarce. And we also know that attracting and retaining top talent is a prerequisite for growth. Even more so, if you’re aiming to retain your position at the very forefront of tech innovations.

Standing out from your competitors and being able to grab the attention of suitable, potential candidates is essential for finding the people you need.

Now, more than ever before, a strong employer brand is of the essence. Talents rarely simply apply for a job. They are on the lookout for a great place to work. A place where company values, culture and ambitions – your employer brand – match theirs.

People go through multiple steps in the candidate journey, before they decide to actually apply for a position. Understanding your target audience – and acting accordingly – is crucial for streamlining that candidate journey. It’s key to acquiring and retaining the best talent.

It’s not our style to make things sound easier than they are. Attracting and holding on to motivated and loyal employees calls for some seriously hard work. It’s why we’ve defined these three key elements which will help you on the road to becoming an employer of choice:

1. Understand your target audience to perfection
   How to find those people who are just right for your organisation? Like us, you’re aiming for quality, not quantity. And quality does not equal a one-size-fits-all approach, with ditto terms and conditions. Instead, extensive Buyer Persona Research, will help you understand what the candidate with the best fit looks like, which steps are taken during their candidate journey and – here’s the really important part – how you can meet candidates’ specific needs and wishes.
2.  Stand out from the crowd
   The next step, is to turn the outcome of the Buyer Persona Research into an Employer Value Proposition. What is your added value as organisation? What makes you stand out from the competition? Maybe it’s your vision, or your social responsibility program, or the opportunities your employees get to grow as professionals. Whatever mix of benefits (your employer value) turns out trumps, it’s what makes working at your company a unique opportunity for job seekers. Obviously, you need to deliver on such promises. Failing to do so can seriously impact your company’s reputation. Done well, your value proposition is a powerful tool with which to engage new employees, today, tomorrow and the day after.
3. Implement your employer branding strategy
   Based on the insights of your buyer persona research and your Employer Value Proposition, drawing up a fitting employer branding strategy, in line with your company’s goals and KPIs, is a lot easier. After all, you now understand who you are targeting, where to find them and how to address them. What’s left, is to determine which content, digital marketing, website or social media tools are best for communicating with both potential candidates, as well as current employees. It’s ‘all systems are go’ from there!

Want to have one of our experts on your team for a couple of days per week? Or work with our digital team remotely, on a specific project? Either way, our experienced professionals are ready to go the extra mile for you. And we’re fun to work with, people say. Curious about our approach, use cases or just want to discuss your challenge in detail?