Where Those Who Sprint Go The Extra Mile
 » AgileCareers » CareersBlog » November 2016 » Candidate Brand Management

Candidate Brand Management

22 November 2016


Hiring patterns for professionals have changed. An average employment longevity is three to four years. Plus, candidates like you are consistently looking for the next opportunity for advancement or to acquire new skills. As a result, jobseekers are creating their unique brand. This is especially true for people who are drawn to contract and project work.

 

Why brand management

As a jobseeker using online portfolios sites to show off your talents, you know that your profile isn’t 100 percent “complete” without the headshot, personal website, work products, and favorite charity. Some candidates are going a step further by branding their resumes with graphics, photographs, websites, and portfolios to increase visibility and awareness.

From a marketing perspective, it makes perfect sense for you to add “curb appeal” to your resume or profile. Making an impression and standing out in a crowd is the goal.  Recruiters and hiring managers assess hundreds of resumes and applications a week. You want to be the one who catches their attention for a closer look and the interview.

 

Creating the brand

Your brand is the best version of your public image. But it must still be you rather than just what you think hiring manager or recruiter are looking for this season. Branding yourself as someone else will, at best, lead to a career that doesn’t resonate with you. At worst, inauthentic branding won’t even land you an interview.

  • Creating your brand starts with digging in and truly identifying who you are:
  • What service, resource, or special ability do you offer?
  • What are your core values?
  • What are the things you are passionate about?
  • What is it that you do better than anyone else? Where do you excel?

You have the basics, now you need to craft this base material into the story you want to tell about yourself. This means blending these facts about you into a narrative that catches attention and holds it. Start with your top skills/talents and show how these are driven by your passions and values to deliver you, the “product.”

The short versions of that story is a tagline that encapsulates your talent, passions, values, and area of expertise. The long version becomes your profile.

 

Branding your presence

Once you create your brand, you’ll want to make sure your public presence reflects your carefully crafted image. Here are some areas where you may want to revisit the way you present yourself:

  • Revamp your resume and jobseeker profiles to share your “story” with potential employers.
  • Audit your online presence to make sure your social media posts match your brand.
  • Think about what you share online before you share it. Is it valuable? Does it reinforce the image you would like a future employer to see? If not, you may want to rethink that tweet.
  • Create a personal website that showcases your talent or portfolio and gives people an easy way to reach you.
  • Write for online resources in your area of expertise or about your passions.
  • Engage with people who share your values. 
  • Converse with individuals in your industry or the industry you are trying to break into. Become involved in conversations via social media and at in-person events.

Some of these ideas will make sense for you and your values, and some may not. This is your branding.

 

Staying consistent

You’ve added branding to your resume, created a polished online presence and you are grabbing the attention of recruiters and hiring managers. Now you need to bring the same polished brand to the interview. You have their attention. It is time to show them you are more than just slick packaging, and you can deliver on the promise of your brand.

Candidate brand management requires more than adding sparkle to the resume. It is about highlighting the experience, skills, and education that make you unique and able to add value in your next role in person as well.



Article Rating
Current rating: 0 (0 ratings)

Comments
James Zordan
I am James, I like your branding suggestion. Are you helping the jobseekers or only aware of them by providing the new branding rules followed by MNC companies?
5/21/2019 5:16:19 AM

 Security code

How To Bomb An Interview
Six Critical Questions Candidates Should Ask During an Interview
Agile for Recruiters Part 4
Agile for Recruiters Part 3
Agile for Recruiters Part 2
Agile for Recruiters, Part 1
Meaningful Careers and Growth (Agile HR – Q&A Series Part 4)
Interview Preparation – A Little Planning Goes a Long Way
Are Certifications Really Necessary?
Rethinking Reward and Recognition (Agile HR – Q&A Series Part 3)
Don’t Sabotage Your Hiring Process
Shifting to Iterative Performance Flow (Agile HR – Q&A Series Part 2)
Candidate Brand Management
Gamification of Talent Acquisition (Agile HR – Q&A Series Part 1)
In Agile, It’s Not Just Whom You Hire, But When You Hire Them
Q&A Series: Agile Leadership Webinar «Agile HR | People Operations»
Use Agile to Hire Agile - Part 2
Software Development Career Path - The Agilist Perspective
Why Attending an Online Career Fair is a No-Brainer for Employers
How to Write a Great Personal Statement
Use Agile to Hire Agile - Part 1
Five Ways Lean | Agile Enterprises Rock At Onboarding
Advice to New Graduates
First Impressions Count When Hiring Agile Talent
Want to Develop a Strong Talent Pipeline? Four Things to Consider
REAL AGILITY – SELF-ORGANIZING TEAM CREATION EVENT FOR LARGE-SCALE AGILE ENTERPRISES
Six Behaviors to Consider for an Agile Team
The State Of Agile Recruitment
Is an Agile Career Right For You? 7 Unique Qualities of Agile Work
Can the Scrum Master also be the Product Owner?
Agile is not Scrum
TIPS TO START AGILE IN A HOSTILE ENVIRONMENT
What Do You Look for in a Servant Leader or a Scrum Master?
Product Owners and Scrum Masters: Partners in Adversity
Six Behaviors to Consider for an Agile Team
What is Agile Leadership?
Six tips for hiring Agile people with Lena Bednarikova
How to Hire an Agile Coach
Six Tips for Interviewing Scrum Masters, Part 1
Who’s Who in Agile Teams?
Advice for Interviewing Scrum Masters
38 Scrum Master Interview Questions

February 2017(1)
January 2017(4)
December 2016(5)
November 2016(7)
October 2016(4)
September 2016(3)
August 2016(3)
July 2016(2)
June 2016(4)
May 2016 (3)
April 2016(1)
March 2016 (3)
February 2016(2)