It almost goes without saying that in order to attract top talent in today's competitive marketplace, your company has to have a good reputation. Creating a strong, cohesive employer brand will let executive candidates know what to expect from you before they even walk in the door for an interview. This type of branding can mean the difference between your reputation being determined by vocal ex-employees and determining it for yourself.
First of all, it's important to make it clear to prospective executive hires that your company invests in the personal growth and learning of its employees. As we've mentioned on this blog previously, top executives are usually not looking for just a "salary job." Instead, they are seeking an opportunity to grow and further their careers. A good way to communicate this commitment to the outside world is to use employee-generated content on your website and social media pages. A few employee testimonials about the development they've achieved at your company can go a long way.
Secondly, make sure that everyone who represents your company is aware of its unifying values and goals. This means getting all the key players' input on what they feel the company has to offer and what it should be trying to achieve in the future. A company with a clear road map for the years ahead is more attractive to a new executive than one that they will have to support as it flounders for direction. According to Petter Nylander writing for ERE.com, "the best-performing employers in terms of attracting talent are the ones that successfully talk about purpose and values over product and services."
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