Talent acquisition and employer branding at a glance

What talent acquisition solutions do

Everything here happens before an application is submitted. The category includes builders for careers pages and landing pages, automated distribution of job adverts across social networks and search engines, tools for writing adverts in inclusive language, and formats such as employer videos and insights from the team.

It also contains employer review platforms, university and apprenticeship marketing, studies on employer attractiveness and agencies that develop employer brands. The benefit is clearest where vacancies are advertised but not noticed by the intended audience.

What to look for in employer branding solutions

Software, media services and consultancy sit close together in this category. The following questions help when comparing:

• Type of service: self-service tool, managed campaign or strategic consulting?
• Target groups: which occupations, career levels and regions are reached – apprentices, skilled trades or IT profiles, for example?
• Measurability: reporting on reach, applications and cost per channel, and transfer of the data to the ATS.
• Data protection: consent for tracking and campaigns, GDPR-compliant forms, hosting of the careers page.
• Pricing: licence, media budget, performance-based billing or project fee.

Talent Acquisition, Sourcing or Jobboard?

Employer branding shapes how a company is perceived as an employer; Sourcing is about approaching individuals directly. A Jobboard is one channel through which adverts run, while recruitment marketing solutions manage several such channels. The ATS takes over as soon as interest turns into an application.