It’s every company’s goal to be the best of the best. In order to be the best company in your industry, you need to hire the best employees and in order to hire the best, you need to be able to convince those candidates that your company is the best choice for them.

In order to do this, it’s crucial to know how to sell your company, team and the specific position the candidate is interviewing for. When you sell a job to a potential employee, you’re effectively selling your company’s brand and what it’s like to work in your company. Let’s dig into what aspects come into play when it comes to selling your employer brand in the interview.

Before the Interview

In order to attract A Players and sell your company in the interview, you need to be able to sell your company in the job description. Job descriptions should entice the candidate to apply for the position with your company. The descriptions need to contain more than just a list of the functions. They need to be written with a clear understanding of the job description and include what the candidate will be expected to do, what the atmosphere is like and what the employees they will be working with are like.

This is the easiest and best time to sell the perks of working at your company. Understand what is important to job seekers and write the job descriptions while keeping the candidates in mind. This will give candidates a better sense of whether or not it will be a good fit and what they are looking for.

What is the Candidate Looking For?

Attract A Players and sell your #EmployerBrand during an #interview. Find out how with @ClearCompany today!

It is essential to know exactly what the candidate is looking for in a job or career and how your company can fulfill their needs. Knowing if they are interviewing elsewhere and with what companies will serve in your favor and help you understand what kind of competition you are up against. The easiest way to find out what a candidate is looking for is to simply ask them.

Aside from the standard interview questions, a majority of the questions should be tailored to each individual candidate. This can give you a better idea as to what they are looking for and what stage they are at in their job search. Understanding why the candidate is interviewing for a new job is one of the most important things you can learn during the interview. This will allow you to sell your company to them and determine if they will be a good fit for the position and your company.

Sample interview questions that will sell your employer brand:

  • How would you feel about working in a place where everyone’s voice is heard?

  • How would you feel about working in an open environment?

  • Based on what you’ve heard in our interview, I’m interested in hearing how you feel about this job opportunity.

Company Culture is Key

Company culture is one of the biggest components when it comes to finding a company that is fun to work for. A company culture consists of a company mission, core values, goals, expectations, ethics and work environment. Having a strong company culture that is easily defined is crucial to potential employees because they are more likely to enjoy their time in the workplace when they fit in with the company culture. They also tend to form better relationships with coworkers and are more productive in their work.

Employees are also more likely to create a lifelong career and want to stay with a company longer if they mesh well with the company culture. 87% of employees that are fully engaged are less likely to leave a company. This can be a very powerful tool when it comes to attracting A players and setting you apart from your competition.

Let @ClearCompany help you sell your employer brand and create a winning #CandidateExperience!

Provide Feedback

Providing feedback after an interview is a necessary task that will pay off for your company in the long run. Providing candidates with feedback will help your company grow in candidate experience, which is a major factor when building a competitive employer brand. Increasing candidate experience can result in a number of things. It can provide your company with candidates who will be more open to sharing their positive experience, candidates that are less likely to say anything negative about your company and a large selection of pre-qualified candidates who will still want to work for you in the future. On average, a typical candidate will spend 3 to 4 hours on one job application. If the candidates have taken the time to apply for a position with your company, you need to take the time to give them a response, whether they got the job or not.

It is necessary to show passion about the job and culture of the workplace when selling a potential candidate on your employer brand. This will show the candidate why they should accept a position with your company over your competitors and what you can provide for them. Be sure to be up front and honest about the position and your company, so the candidate isn’t misled and can find exactly what they expected after their first day. The final piece that will tie everything together and ensure you sell your employer brand is to treat the candidates the same way you would like someone to treat you.

Attracting and retaining A Players is critical for any company when selling their employer brand. We have the tools to help you create total Talent Success and take your company to the top. Experience ClearCompany solutions today!

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Meredith Wholley
Meredith Wholley
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As a Marketing and Event Manager, Meredith coordinates best-practice content and brand-awareness events for ClearCompany. With her career in HR tech, Meredith works closely with HR practitioners and is passionate about providing them with the tools and information they need to succeed.

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