In short, it’s how you can transform a candidate experience without “ripping out” any of your technology.
If you’ve ever worked at a big company, you’ve seen brand guidelines. Books of hex values, voice, and codes for how things get done and the look. They create consistency and make the experience for buyers excellent.
That should exist for recruiting.
Because the mission, vision, and employer brand content you create shouldn’t just be graffiti for your walls.
Recruiting voice helps you translate stories into a recruiting strategy by creating guidelines for how your team should treat and speak with candidates.
But it’s not some copy and paste document. It’s built with your stories and the context of the real experience to translate standards into something that sounds like you. This is all about personalization, not templatization.
Pretty sure those templates got us into a lot of the trouble we’re already in.
Intrigued? Watch this week’s video.
Kat Kibben [they/them] is a keynote speaker, writing expert, and LGBTQIA+ advocate who teaches hiring teams how to write inclusive job postings that will get the right person to apply faster.
Before founding Three Ears Media, Katrina was a CMO, Technical Copywriter, and Managing Editor for leading companies like Monster, Care.com, and Randstad Worldwide. With 15+ years of recruitment marketing and training experience, Katrina knows how to turn talented recruiting teams into talented writers who write for people, not about work.
Today, Katrina is frequently featured as an HR and recruiting expert in publications like The New York Times, Chicago Tribune, and Forbes. They’ve been named to numerous lists, including LinkedIn’s Top Voices in Job Search & Careers. When not speaking, writing, or training, you’ll find Katrina traveling the country in their van or spending some much needed downtime with the dogs that inspired the name Three Ears Media.