Enhance your employer brand and engagement every time you recruit.

Negative candidate experiences are ‘the norm’, so being memorable is easy as stealing a biscuit from your gran.

Even before COVID-19, employee engagement has long been a global workforce issue.
Candidate resentment has been steadily rising with each passing year.
And now, recruiters and talent acquisition are crying into their coffee cups that the competitive candidate market is suffocating their access to awesome people.

Most of you know you aren’t doing a good enough job at that jobseeker to new hire experience, but lack the time and creative expertise (or marketing team support) to overhaul out-dated processes and communication and start marketing your employer brand like pros.

Here’s how I help companies stand out to their top talent 👇

We start here: Employer brand voice

Is your employer brand falling on deaf ears? Or the wrong ears?

If so, you might need a brand voice makeover.

So many times I’ve seen employers hire branding agencies to design their flash new employer brand that’s too inspirational and cryptic it lacks practical application without a professional marketing team.

Don’t let that money go to waste.

I'll help you belt out your tune with a distinct employer brand voice guide that speaks loud and clear to candidates who fit your values and talent needs. Whether I work from an existing brand strategy or we work together to define your voice from scratch, you’ll soon be able to communicate confidently and consistently in your emails, blogs, LinkedIn articles, and social media captions.

And then… Candidate personas

Who are you trying to attract?

Talent attraction and recruitment is advertising and marketing. To advertise effectively you need to know who you’re talking to and how and where they interact online. Like, if you’re dumping all your budget on job ads but your candidates AREN’T ACTIVELY SEEKING? You might wanna re-invest that cash somewhere with ROI.

Many employers will have multiple personas because you need to say it right or your communication falls flat. For example, you’ll talk to your younger graduate employees in a different tone to your executives. But it will still align with your core brand voice and values.

And then… your key messages

What are your consistent pain points during recruitment and onboarding?

Maybe, the candidates you interview never seem to know enough about your business purpose or values.

Maybe candidates don’t understand the requirements of the role.

Maybe new hires don’t know where to go on their first day, always calling you from the second floor broom closet because they got lost.

So much valuable information can be communicated during the attraction, recruitment and onboarding process - let’s work together to nail the stuff that needs to be said in the perfect order, tone and medium.

Finally, your words

I merge my HR and graduate recruitment expertise with my journalism and corporate communications gift-of-the-writerly-gab to craft creative, conversational, informational copy that genuinely connects with your talent community.

I can start by mapping out your candidate touchpoint communication plan to nail those super important messages and key employer branding moments. From that, I can help you create specific campaign copy for your careers site, social media captions, corporate blog, job ad, and internal employee referral email promotions.

My Specialty Service: Captivating Candidate Communication

Let’s turn those frowns upside down with charismatic candidate emails for ATS.

Opt #1: Sensational candidate experiences ~ email campaign copy

For hiring managers or recruiters who need an expert to create email copy that nurtures candidates through the recruitment process.

• 7-part email sequence from “application accepted” through to interview outcome.

• 1 x in-depth project briefing questionnaire and call to define brand voice requirements and communication priorities (brand voice strategy and guide is extra for those who don’t have an existing guide and want one created)

• 2 x 30min virtual calls to track and progress

• Background research on brand, competitors and industry

• 2 x revisions of email copy

• Pricing starts at $1,999 AUD | $1,399 USD

• Optional extra #1 > “abandoned cart” email copy for candidates who abandon their application before submitting.

• Optional extra #2 > talent community nurture strategy and email campaign copy to keep those silver medallists engaged for future opportunities.
  

** Great news! This sequence can be created once as a template and uploaded into your ATS to be modified or replicated in-house across divisions or role profiles.

Opt #2: Engaged new employees ~ onboarding email copy

Tailored for hiring managers or recruiters who care about warm welcome experiences.

• 5-part email sequence customised to your key messages (ex. signing the contract, meet the team, your first day, first week check-in, etc)

• 1 x in-depth project briefing questionnaire and call to define brand voice requirements and communication priorities + mapping your new hire journey (brand voice strategy and guide is extra for those who don’t have an existing guide and want one created)

• 2 x 30min virtual calls to track and progress

• Background research on brand and talent community

• 2 x revisions of email copy

• Pricing starts at $1,500 AUD | $1,050 USD

• Option to add additional emails @ $150-$250 per email

• Option to make this a 5-part talent community nurturing campaign for your valued silver medallists.

** Great news! This sequence can be created once as a template and uploaded into your ATS to be modified or replicated in-house across divisions or role profiles.