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In today’s competitive job market, attracting qualified candidates has become a battleground. According to LinkedIn data, with an 87% passive talent pool, a strong employer brand is essential to attracting the right professionals. So, how can you integrate your employer brand into your talent hunting strategy?

Why Employer Branding Is At The Heart Of Talent Hunting

• 75% of candidates research employer reputation before applying to a company (Glassdoor)
• Companies with strong employer brands reduce cost per referral by 50% (LinkedIn)
• 64% of passive candidates are more open to considering offers from companies with strong employer brands (McKinsey)

5 Proven Strategies to Attract the Right Candidates

1. Know Your Audience Like Netflix: Create Your Candidate Persona

• What skills do you need? (Technical skills, cultural fit)
• Where do these candidates spend their time? (LinkedIn, GitHub, Meetup groups)
• What values ​​are important to them? (Flexibility, career development, social impact)

Sample Application: Job postings for the technology sector that emphasize "Remote work freedom" and "Open source contribution"

2. Optimize Your Digital Footprint with Candidate Focus

Let your career page work like a magnet:

• Employee testimonial videos
• Interactive content that reflects your company culture
• Transparent salary ranges (Buffer example)

Keep your LinkedIn company page alive:

• Weekly employee stories
• "Day in the Life" series
• Technical blog posts

3. Turn Your Employees Into Talent Ambassadors

Start an Employee Advocacy program:

• Encourage employees to share company content on LinkedIn
• Strengthen the referral bonus system
• Case in point: 42% of employees became active brand ambassadors with Salesforce’s “#SalesforceOhana” campaign

4. Perform Data-Driven Talent Mapping

• Competitor analysis: Examine your competitors’ employee profiles
• Skills gap analysis: Which skills do you need?
• Use Candidate CRM: Build Top Talent Community

Helpful Tools: LinkedIn Talent Insights, Pymetrics, Hiretual

5. Personalize the Candidate Experience

• Reduce the application process to 3 steps (ideal time: 15 minutes)
• Feedback period maximum five business days
• Use “work sample tests” in interviews (Google’s 25% better hiring rate)
• Give value even to rejected candidates (invitation to Talent Community)

Successful Example from Türkiye: Getir's Talent Hunting Strategy

• Transparent cultural sharing with "Getir'in İçinden" YouTube series
• Discovering early talent through university hackathons
• GitHub activity tracking for technical teams
• A culture of immediate response to employee comments (Glassdoor)

Measurement: How Will You Track Your Success?

1. Number and quality of candidate applications (CV/application ratio)
2. Time-to-hire
3. Candidate experience survey score (eNPS)
4. Employee-sourced application rate
5. Offer decline rate

Result: Talent Hunting is Now a Marketing Discipline

Talent hunting in 2025

• Must be data-driven
• Must be candidate-focused
• Must be integrated with the employer brand

Remember: The best talent chooses the companies that value them the most. Strengthening your employer brand can reduce talent-hunting costs and attract the best candidates.

As PeopleHub Employer Branding Agency, we integrate your employer brand with your talent hunting strategy. Contact us and let us guide you on your journey to becoming a “sought-after employer”!