How Your Talent Experiences Your Employer Brand

Social media posts, the career section of your website and the reviews of your people all speak volumes about your employer brand, but do you know what candidates are hearing?

In a job seeker’s market, developing a strong employer brand is your greatest asset in attracting and securing top talent.

To help you take control of your employer brand, we break down the ways in which prospective employees come into contact with it, how you might be stacking up and what you can do to cultivate a positive impression.

Social Media

Social media enables employees and candidates to amplify their opinions about your organisation, and find out more about you than ever before.  Job seekers are increasingly doing their homework on you by checking out your social pages, and what they find there makes a huge impact on their impression of you as an employer.  Savvy companies are boosting their employer brand on social by harnessing the power of positive employee advocates.  When real employees share their stories and endorse the company as a great place to work, job seekers take note.  It’s also important to strike a balance with the type of content you post as the job seekers who land on your social pages are doing so to evaluate you as a potential employer.  So, make sure that when they view your Facebook, Instagram, twitter and any other social platform, that they come across content that will engage them with your employer brand.

Glassdoor Reviews

Review sites like Glassdoor are extremely influential.  Most people know how holiday plans can be altered after coming across negative reviews of a resort…well, the same thing can happen when candidates read bad reviews of an employer on Glassdoor.  If you haven’t checked out your Glassdoor profile to read what employees (and even past candidates) are saying about you, it’s worth taking a look.  Fixing a negative rating is more than just encouraging advocate employees to leave positive reviews, although that is a great initiative.  Make sure you understand the issues causing staff to complain on the platform and take steps to address internal policies that will improve your reviews over the long term.  But don’t just set and forget.  This is a channel that you need to constantly manage.

Job Ads

Typically, job ads will outline the expectations of the vacancy, the experience required of the successful candidate and some context of what the company does.  What’s missing in this, is the message of ‘what’s in it for me’ that we know is important to applicants.  Your job ads are an opportunity to expand on the intangible benefits that your organisation offers that make up your employee value proposition (EVP).  Accurately and authentically capturing aspects of your proposition like your company culture (which is particularly powerful when delivered via an embedded video), the lifestyle benefits, career opportunities and remuneration bring your EVP to life.  If you understand what’s important to your target market and can put a focus on how your organisation delivers on these fundamental motivators within your job ad, you will secure more applications and more importantly, from the right types of candidates.

Website: Careers Section

Does your website tell your story?  Have you put as much emphasis on engaging prospective employees as you have customers?  Chances are there is a big disconnect between the two, and this has been the status quo for some time.  Given what we know about candidates and the customer mindset they have adopted, your website should be geared towards engaging this audience as much as it’s geared towards the consumers of your product or service.

Where organisations fail in effectively promoting their employer brand is having a small, uninspiring ‘careers’ section that misses the mark in communicating the employer brand and benefits.  Some assume that when someone lands on this section that their work in attracting them is done.  But an undercooked careers section actually reflects poorly on your employer brand.  Instead, use your website and particularly the careers section as an opportunity to bring your EVP to life through stories, images and video to leave candidates with a great impression and desire to work for you.

Application process

Once upon a time, candidates counted themselves lucky to be considered for a job.  Nowadays, the tables have turned and they are acting more like customers to decide if the job and the company are worth their investment.  Under these conditions, it’s important to pay special attention to the application process.  One that is protracted and leaves candidates wondering what’s going on isn’t going to cut it.  Instead, it needs to be fast, professional and engaging with a strong emphasis on communication.  This ensures you don’t lose top talent somewhere along the line and that unsuccessful candidates who show promise feel inclined to apply again in the future.  Candidate care is therefore more important than ever, and it pays to ensure the interactions all of your candidates have with your employer brand at this stage are positive.


To gain more insight, download our Guide to Employer Branding and speak with one of our specialists about getting started.




Candidate Care: The Secret To Successful Recruiting In 2017

What areas of your recruitment process have you identified for improvement this year?

I never seem to get any quality applicants…

I spend too much of my recruitment budget on agencies and job boards…

My time to hire reports measure in months and not days…

If any of these statements sound familiar, it might be tempting to spend your first week back at work searching for the quick fix, most likely in the form of shiny, new recruitment technology. A better investment of your time would be to closely analyse your past approach to candidate care.

Talent acquisition specialists are routinely told “candidates are customers too” (Google that phrase and you’ll see what I mean), but the bloggers are often a little bit vague on how to put this into action. Here are three things you can do today to make an immediate difference to your candidate care and reap the rewards in 2017.

Job Ads That Hit The Target

Despite our best efforts, a new applicant tracking system alone won’t solve all of your talent acquisition headaches overnight. It requires a change of perspective on how you engage the interest of candidates and elicit the desired response: a high quality application. Targeted job ads are key to this.

You might think that employer branding is nothing more than attractive job skins and promotional videos, but it all starts with the communication style used in your job ads. And the best job ads tell prospective applicants exactly what they need to know. The tone and language of the ad, as well as the message itself, provides powerful insight into your organisation. This will help attract people who culturally fit with your business and deflect those that don’t. This personal message to the job seeker, highlighting ‘what’s in it for them’, will help you achieve an increase in quality applications.

In addition, regularly reviewing your online application forms to include the most relevant screening questions will reduce the applicant drop-off rate and put you in a position to readily identify the candidates that meet your minimum requirements.

Communication + Automation = Appreciation

If you only advise unsuccessful candidates of their status after you’ve made the hire, this delay in communication is damaging the reputation of your business. Contacting high volumes of candidates with bad news is by no means a pleasant experience for recruiters, but doing so within 48 hours of an unsuccessful application being received is a necessary step to avoid damaging your employer brand.

By utilising a best of breed candidate management system, the burden of contacting multiple candidates can be removed via the use of status automation. This involves linking the answer to a screening question to an unsuccessful or ineligible status, allowing high volumes of candidates to be sent an automatic email after a set length of time to advise that they are not the right fit for the opportunity and why. No one likes receiving bad news, but the knowledge that you have considered their application in a timely manner and provided a basic level of feedback will be appreciated.

The same logic applies to your shortlisted candidates. If you are considering them, you can guarantee your talent competitors are as well, so act now to avoid disappointment. The old adage of “treat ‘em mean, keep ‘em keen” certainly doesn’t apply.

Hold On To Your Strongest Unsuccessful Candidates

The people who really want to work for your organisation will apply again and again… and again, which means that on multiple occasions the unsuccessful candidate today is the successful candidate of tomorrow. By storing candidates that have displayed potential in a talent pool, you can significantly reduce your job advertising and soften the blow of rejection.

As mentioned, your organisation can encourage returning applicants by communicating an unsuccessful outcome in a timely manner, but this can be taken a step further by inviting the strongest unsuccessful candidates to join your online talent community. In doing so, you are creating a captive audience for ongoing employer brand marketing and are opening yourself up to a world of proactive recruitment where candidates are engaged, qualified and available.

Keep an eye on the Scout Talent Blog and our LinkedIn page over the coming weeks as we delve deeper into each topic to set you up for successful recruitment practice this year.


Do’s and Don’ts of Recruitment Software Implementation: Part 2

As the dust settles on your recruitment efforts this year, you may be wondering how recruitment technology can improve your talent acquisition process in 2017. Implementing a best-of-breed applicant tracking system (ATS) is a good place to start, however, there are a number of ways to optimise this process, as highlighted in part one of our Do’s and Don’ts of Recruitment Software Implementation.

In the second installment of our two-part series, Scout Talent presents a further four do’s and don’ts of recruitment software implementation.

1. Do – Get Value From Your Implementation Fee

An implementation fee covers the period of time it takes to configure an ATS, which typically lasts an average of four to five weeks, inclusive of user training. The list of items covered is comprehensive. Everything from building the structure of the system to the creation of your online approval process is included. If there are additional system integrations required, this should be discussed with your chosen recruitment software partner prior to implementation, in order to identify any limiting factors and expedite the process.

In the case of Scout Talent:Recruit, our specialists provide guidance on best practice for utilising our e-recruitment solution to achieve your employer branding goals as part of implementation. We also include the creation of a branded careers portal and bespoke job skin to ensure our clients get the most out of their implementation fee.

2. Don’t – Delegate To The Intern

With the day-to-day pressures of managing a busy recruitment function to consider, all too often HR Managers and Talent Acquisition Specialists will opt to delegate responsibility for implementing recruitment software to a junior team member. This introduces the risk of missing key requirements and overlooking the main stakeholders in the implementation process.

At Scout Talent, we actively encourage the involvement of all team members, in order to increase familiarity with recruitment technology. We also ensure our Client Success team is readily available to offer support, but it is vital that an experienced team member is available on the client side to advise on the aspects of implementation that influence recruitment strategy.

3. Do – Make The Most Of User Training

User training can be tailored to suit a range of needs. Online training via a video conference or webinar allows multiple users from different geographical locations to gain an overall understanding of the system’s capabilities and collaborate with each other. This option is perfect for visual-spatial learners, however, onsite training in a classroom environment is recommended for kinaesthetic learners, providing opportunities for physical practice and detailed discussion.

Onsite training also supports a ‘train the trainer’ approach to learning, where participants are provided with a level of knowledge that allows them to confidently teach other users of the system. In the event that this arrangement will not be practical due to geographical or time constraints, ask your provider about training videos, which can be issued to new starters and saved to a learning management system. Your ATS provider will welcome the opportunity to discuss your specific training requirements.

4. Don’t – Be A Stranger

Leading recruitment software providers pride themselves on their customer service and will go the extra mile to maintain regular contact with clients. While partnership reviews will be scheduled on a quarterly basis, don’t be shy in tapping into their expertise on an ad-hoc or ongoing basis dependent on your needs.

With employer branding, talent communities and the importance of candidate care all set to become hot topics in the New Year, Scout Talent’s team of specialists are ready to assist you in maximising your recruitment efforts. We look forward to speaking with you in 2017.

Scout Talent is renowned for providing first-class training and client support, backed up by a client renewal rate of 96%. Talk to us about your recruitment technology requirements for 2017!


Do’s and Don’ts of Recruitment Software Implementation: Part 1

When the idea of introducing recruitment software to an organisation is mentioned, it’s not uncommon for those involved in recruitment to take a sharp inhale of breath. Naturally, each stakeholder will worry about how this change affects their day-to-day work, but this doesn’t need to be the case.

In the first of a two-part series, Scout Talent presents four of the do’s and don’ts of recruitment software implementation.

1. Do – Research Your Options

Applicant tracking, candidate management, and talent management systems all fall under the umbrella of recruitment software. There are best-of-breed systems versus modules of Human Resource Information Systems (HRIS). They can be deployed as Software as a Service (SaaS) or locally installed programs. Clarifying your objectives and budgetary and IT limitations at the outset will narrow your search and allow you to engage with the most relevant providers.

2. Don’t – Underestimate The Impact

The right type of recruitment software will revolutionise your hiring process. For example, digital approval forms provide transparency to hiring managers. A carefully designed careers portal will attract an increased number of the right applicants. Screening automation will identify candidates that meet your minimum criteria and communicate your decision to those who have not. The level of change can seem overwhelming, but adopting a ‘test and learn’ approach with a specific set of users or in a specific location could lead to a smoother go live.

3. Do – Involve The Specialists

You’ll need a solid business case and buy-in from the top to get started, but the key to a successful recruitment software implementation lies in other areas of the business. For example, involving your marketing department in the design of a new careers page and job advert template will ensure your employer branding is on point. In addition, the integration of a new recruitment system with your website, intranet or business applications may require assistance from your technology team.

4. Don’t – Rush The Data Transfer

The phrase “you get out what you put in” doesn’t just apply to your implementation efforts, it also refers directly to the data you transfer across from any previous recruitment systems. Take your time to set up rules and find out how your new system will use this information. For example, if you have a list of previous applicants that you would like to bring across, consider first if this will potentially pollute the new system with irrelevant information. As an alternative, consider inviting previous applicants to apply for an expression of interest role set up using your new system, ensuring you have an engaged talent pool to start with.

In part two of our Do’s and Don’ts of Recruitment Software Implementation, we’ll tell you how to make the most of user training, highlight how you can get value for money from your implementation fee and more.

Scout Talent is a leading provider of erecruitment and talent acquisition solutions. Our straightforward system implementation process takes five weeks. Find out how we do it.

unsuitable applicants

How to Identify Unsuitable Applicants

In the aftermath of Donald Trump’s victory in the US Presidential election, a post started circulating on social media which said:

Donald Trump is a reminder that you should just apply for that job you want, even if you don’t have the experience.

Regardless of what side of the political fence you’re on, this statement is an open admission of an inconvenient truth for recruitment and HR professionals: unsuitable applicants will try and bluff their way into important roles with your organisation. Here are 3 tips to help you identify unsuitable applicants early in the recruitment process:

1. Implement A Best-Of-Breed Candidate Management System

Organisations opting for a Human Resource Information System (HRIS) will often find it lacks a relevant level of recruitment functionality. These systems also feature payroll, benefits management and absence recording modules, and only provide a return on investment if they are all utilised. The implementation cycle is lengthy, plus they require significant ongoing maintenance and training. In summary, they are not a scalable solution and cost is a barrier, especially for small and medium-sized enterprises (SME).

Best-of-breed candidate management systems are purpose-built for recruitment and will integrate with other HR systems. Software as a Service (SaaS) solutions are recommended, as they are cloud-based. This achieves efficiencies in terms of set up and cost, as there is no hardware to install and updates are automatic, allowing recruitment specialists to focus on the challenge of identifying unsuitable applicants.

2. Include Knock-out Screening Questions

Your organisation should include a set of key selection criteria that candidates must meet prior to being reviewed for a role. Qualities that should be considered as part of key selection criteria include work eligibility, education level and shift availability.

Within a candidate management system, the answers to these questions can then be used to automatically mark candidates as suitable or unsuitable. This focuses the attention of the recruiter and hiring manager on those candidates that have met the minimum standards and also allows automated “unsuccessful” email responses to be linked to unsuitable applicants.

3. Involve Your Hiring Managers

Recruiters are expected to be experts in their field and a host of others, which isn’t realistic. Utilising the specialist knowledge of a hiring manager will help identify a candidate’s strengths, as well as causes for concern. It can also mitigate against any industry or role-specific nuances experienced over the course of the hiring process.

Ease of use is a key feature of leading candidate management systems, allowing human resource specialists and hiring managers to collaborate in the same environment.

Scout Talent is a provider of cloud-based recruitment technology that specialises in providing scalable recruitment solutions.  Ask us about our Scout Talent:Recruit system, which comes with free, unlimited hiring manager access.


talent pool

‘Talent Failing’ and the Importance of Candidate Care

“We want to have a proactive recruitment process, so we’ve set up a talent pool.”

We hear statements like this every week during our conversations with current and prospective clients. It’s a noble aim and a step in the right direction, but the truth is the majority of businesses fail in their attempts at talent pooling because they don’t adopt the methods required to utilise this position effectively. In other words, ‘talent failing’.

The not-so-secret answer to achieving a proactive recruitment process is actually two-fold. Yes, it involves good quality talent pooling, but it also requires a focus on candidate care. In short, set yourself up to treat the candidates who don’t get the job as well as the successful ones.

A logical talent pool infrastructure

The first step is to put in place a logical talent pool infrastructure. Effective talent pooling categorises candidates based on the information available, such as specialism, region or level of interest. How you choose to store your candidates will be unique to your organisation’s requirements. However, in our experience, the best practice is to group candidates according to their area of interest. This makes it easier to search for and communicate with suitable applicants. A talent pool that is not broken down into sub-categories will quickly become difficult to navigate and a burden to maintain.

Commit to communicating

Populating multiple talent pools is the first step towards a proactive recruitment process, but the key to nurturing top talent is communication. Your organisation must use this platform to regularly engage candidates with informative content about your vision and plans for the business and what it’s like to be a member of your team. You don’t have to tell the whole story of your company from inception to present day. Instead, focus on drip-feeding bitesize content that is relevant to that particular talent pool.

It’s worth it

Throughout this process, it is worth remembering these individuals are already engaged with your brand and have taken the time to apply for a role. Many candidates will be unsuccessful because they don’t have the right qualifications or didn’t perform to the required level at the interview stage, but all of them will upskill and develop in some way. They may turn into the perfect person for one of your future roles. Through good quality talent pooling and a focus on candidate care, you’ll ensure your organisation is front of mind when that time comes.


Scout Talent specialise in working with organisations that want to build a talent pool and nurture prospective candidates. Contact us about your erecruitment needs today.

volunteer recruitment

Volunteer Recruitment in Five Easy Steps

If you regularly recruit for paid roles, volunteer recruitment may seem straightforward. Yes, there are similarities, but there are also subtle differences that make recruiting volunteers a challenge for not-for-profit organisations. Here are five easy steps for great volunteer recruitment:

1.  Set The Expectation Level

Position descriptions for unpaid roles should help prospective volunteers understand the opportunity. It may sound obvious, but it’s worth highlighting these are not job descriptions. Their sole purpose is to describe expectations of the role and should not suggest that the individual is contracted to perform specific tasks.

If it looks like a volunteer is being employed by your organisation, they may be eligible for employment rights and you could inadvertently breach a number of employment regulations. Calling someone a ‘volunteer’ does not necessarily mean the legal system will agree with your description!

A sample volunteer position description produced by Justice Connect can be viewed here.

2. Assign A Suitable Job Title

As mentioned, appending the word “volunteer” to a job title does not legally make it a volunteer position. It may also discourage applicants with valuable experience.

Candidates will be more inclined to apply for positions that benefit their resume, so the role title should reflect the paid work they are searching for. Volunteers can be managers, directors and project leads, if appropriate.

3. Get The Word Out (For Free!)

Most job boards, radio stations and news outlets have a commitment to corporate social responsibility and make advertising opportunities available to non-profit organisations at reduced cost or for free.

Ensure your volunteer position gets maximum exposure by utilising volunteer job boards, such as SEEK Volunteer, EthicalJobs and Pro Bono Australia, as well as your own social media channels. Facebook community groups are also a great way to target individuals who have a specific interest in your cause.

4. Target Specific Individuals

A general request to recruit volunteers is not the same as issuing an invitation to potential candidates that have been identified for a reason. Many professionals are actively looking for volunteer opportunitites that utilise their skillset and a targeted invitation will increase their chance of accepting. Keep an eye out for professionals who have indicated their availability for pro bono consulting opportunities on their LinkedIn profiles.

5. Conduct A Thorough Screening Process

Make it clear to prospective applicants that they will be expected to complete a candidate screening process and volunteer roles are not automatically offered. The required completion of police checks, working with children checks and character references makes it clear that your organisation takes a professional approach to volunteer management and also acts as a deterrent to unsuitable applicants.

Remember that volunteer screening should be an ongoing process, especially if you are managing a talent pool of returning volunteers through your candidate management system.


Choose a recruitment software partner that understands the challenges of volunteer recruitment. Scout Talent is a provider of cloud-based recruitment technology to not-for-profit organisations across Australia.

Scout Talent Hacks: Christmas Recruitment

Christmas Recruitment. A phrase which leads recruiters in the retail and hospitality industries to break out in cold sweats, as they envisage the challenge of sourcing the right number of casual employees to meet customer demand. If you haven’t thought about your requirements for this year’s festive period, now is the time.

Here are three ways of utilising Scout Talent:Recruit as part of your Christmas recruitment drive:

Expression of Interest roles

Publish an Expression of Interest (EOI) role on your careers page and invite candidates to express their interest in casual positions.

Key information to include in the job ad includes required availability and whether or not casual positions can lead to permanent offers of employment for the right candidate. You can also use “knock out” screening questions to easily identify applicants which do not meet your work eligibility or availability requirements.

Talent Pools

Regularly review the applications received for your EOI role. Trust us, there will be heaps!

Successful candidates should also be moved to Talent Pools for specific locations or positions, allowing you to send them targeted communication and store their applications for next year.

Email Templates

There’s no shortage of casual vacancies around Christmas, so create bespoke email templates and recruitment marketing collateral to engage your Talent Pool of candidates.

Is there a good atmosphere in the store? What’s the training like? Are there incentives for meeting sales targets?

Not only will you set yourself apart from your competitors, you’ll also get a head start in terms of onboarding the successful applicants.


If you would like a bit of extra help to get the ball rolling on your Christmas recruitment efforts, speak to a member of the Scout Talent team today.

Robots and ‘successful psychopaths’: Why your recruitment methods may be letting your business down

Soft skills matter more than ever. Many businesses now prioritise these over technical skills, so why are their recruitment methods still delivering the wrong people?

Out of 900 executives interviewed in 2015 by The Wall Street Journal, 92% said ‘soft skills’ were equally important, if not more important, than technical skills. This statistic appears in stark contrast to the assessment methods used by the vast majority of organisation in their recruitment efforts to date.

A recruitment strategy that prioritizes technical ability leads to a workforce where soft skills are considered rare qualities. And with the automation and outsourcing of menial tasks showing no sign of slowing down, the ability to communicate clearly, think critically and show empathy are considered vital for the roles that are left.

Make sure you don’t overlook or make excuses for ‘red flags’ just because their technical background is so strong. 

Employment Office Recruitment Team Leader, Amber Dique-Bellette, explains:

“The biggest trap employers fall into is looking for technical skills in the first instance and letting that influence their assessment throughout the rest of the process. Focusing on technical ability during the application screening process is fine. However, when you bring that candidate in for an interview, make sure you don’t overlook or make excuses for ‘red flags’ just because their technical background is so strong.”

The emphasis on technical skills has also created another problem: businesses are now woefully unprepared in terms of identifying hidden personality traits. This has provided the perfect environment for the “successful psychopath”: a top performer who typically displays insincerity, behaves in an egotistical manner and manipulates colleagues.

The true cost of hiring these individuals is often overlooked in favour of the short-term results they deliver, particularly in project management, sales or customer service roles. As well as the high risk of these personalities engaging in unethical business practices, they are guaranteed to increase your recruitment costs. One way or another.

If I hire someone with a disruptive personality, I also run the risk of good people becoming unsettled and moving on. 

As one Client Relationship Manager put it:

“I don’t want to have to go through the recruitment and onboarding process twice, or to train someone for months only to see them leave. If I hire someone with a disruptive personality, I also run the risk of good people becoming unsettled and moving on. I’m not only trusting them with our business’ reputation from the client’s perspective, I’m trusting them to help maintain our reputation as a great place to work.”

Ultimately, if executives are serious about their claims of soft skills being more important than technical skills, they need to give their recruitment teams a licence to experiment with recruitment technology, behavioural testing and group assessment days to tease out undesirable personality traits.

National HR Summit – Luna Park Sydney | 6 – 7 April 2016











So here we are in Sydney for the National HR summit on the warmest April day on record. Not a smart move wearing a suit today but the venue, Luna Park was an awesome setting for HR professionals to gather and spend the next 2 days collaborating, learning, networking and having some fun too.

As always with conferences likes these, the twitter feed lit up, #hrsummitau. Here are some of the highlights.

I really enjoyed the content from the speakers. Engaging, entertaining and practical. There are lots of takeaways for us all no matter what our role in an organisation. The networking events during the day and last night were also a good opportunity to share stories and learning from each other.

My highlight had to be the stunning story of Cas and Jonesy. What remarkable adventures these two guys have had. Check them out here;

Looking forward to the next conference.

Ron Weil

Scout Recruitment Software