Upside-down triangle showing that a talent acquisition strategy starts with Employer Branding at the top and moves through to hiring at the bottom.

Employer Branding is central to your passive jobseeker strategy

I’ve been writing, speaking and thinking a lot about modern talent-attraction strategies.

Not long after speaking at a DisruptHR event to define passive jobseekers, I recently joined an Employee Cycle podcast episode to dive deeper into the conversation. Listen to it here.

Even more than in my DisruptHR presentation, on the podcast episode with my friend Bruce Marable, I talked about employer branding — the idea that a company’s reputation is important not just for customers but for employees too.

My central point is that you want to build longterm relationships with fans of your brand who might want to come work with you. Otherwise, you’re subject to only seeking applicants for your jobs when they are actively seeking. As you can see in my sloppy little chart below, that might significantly limit your talent pool.

A kind of Venn diagram that shows three concentric circles, including Active and Passive Jobseekers, some of whom will be qualified for the jobs you post.
With a passive jobseeker strategy, you increase the number of applicants for your roles.


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