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Developers want to have an idea of what it’s like to work at your company before they spend their time interviewing, and creating great employer branding content is an easy way to make this happen.

Here are three main places where developers go to see the employer branding content you’re creating. How many of these are you using right now to post your employer branding messaging? 

In Your Job Listings and Outreach Emails

While you may not think of recruiting emails or job listings as content, you should be. In fact, they’re often the first type of content your developer candidate will see about your company.  

As every recruiter knows, one poor outreach email can spoil your entire company’s reputation in just a few seconds. (The same goes for your job listing.) To ensure you make a good impression and include the right employer branding details, include the following:

  • Information on the work environment and tech team
  • Examples of the types of projects they’d be working on
  • Details on the day-to-day responsibilities
  • Salary (or salary range)
  • A list of your company’s tech stack

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On Your Company Career Pages

It sounds simple enough, but it’s astonishing how many companies have lackluster Careers/Work Here pages on their website. Aside from listing out your open positions and office locations, consider adding the following:

  • Employee testimonials (in any format – text or video work well)
  • Company mission statement and values
  • List of benefits (tech-specific ones, too)
  • Clear photos of the office space/desk setup of employees
  • Sections for each team (potentially with photos or a description of each)

Aside from polishing up your company’s Careers page or website, why not start an engineering blog? Have your company’s tech team write about projects they’re working on, challenges they’ve overcome, and what it’s like to be on the team. While this information won’t be relevant to just anyone, it’s incredibly interesting to a prospective developer.

On Social Media

Social media isn’t just about news and memes – it’s also one of the first places that a candidate will go when wanting to learn more about your company. Depending on your company’s industry or niche, you may not need to (or want to) be present on all social media platforms, and that’s fine. Instead, choose to spend your time on a few social networks that you know your potential audience (including your future employees) visits.

If you rely on another team or an outside company to run your social media, that’s fine. You can still provide the guidance and messaging to them to ensure your employer brand is communicated properly (and to the right people).

An easy way to get enough content is to rely on help from your current tech team. This user-generated content can include photos, projects, or testimonials from them. Ask your developers, “If you were job hunting and came to our profile, what would you want to see on our Twitter?”

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