Employer branding · Staffing and recruitment
You sell hiring for a living and your own recruiters leave inside a year.
Employer branding for a recruitment agency is what a recruiter finds when she checks you the way she checks a client for a candidate, and whether it survives the two phone calls she will make to people who left.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for a recruitment agency is what a recruiter finds when she checks you the way she checks a client for a candidate, and whether it survives the two phone calls she will make to people who left. GullySales writes that careers page, the job posts and the interviews with the ones who stayed.
Also written for
Recruitment agencies, Staffing companies, Manpower supply companies.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
Where this sits
For recruitment and staffing agencies
Where it usually goes wrong, and what we would do.
“You are hiring the one person who screens employers professionally”
She reads your job post the way she reads a client brief, notices what is missing, and rings two ex-employees before she answers your mail. Nobody else you hire does that, and nothing you write gets past her unchecked.
“The client sees your careers page too”
You pitch employer branding, offer letters and candidate experience, then send a link to a page with one paragraph and a Gmail address. A talent head who has just been told to fix her own careers site notices the difference.
“On paper the job is identical at every agency in the city”
Source, screen, submit, follow up, chase the joining. Unless the post names the desk, the accounts and how a closure is counted, a good recruiter cannot tell you from the firm two floors down and picks on money alone.
“The incentive plan is the employer brand, whatever the page says”
When incentive is released, what happens if a candidate drops out in the notice period, and whether a shared closure is split. Recruiters compare these across firms in the same WhatsApp group you cannot see.
What we do
What we deliver for recruitment and staffing agencies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that survives a recruiter reading it
No stock phrases about people being our greatest asset. Who owns the firm, which desks exist, how targets are set, and what the first six months look like.
Result: Somebody who audits employers all day finds nothing to roll her eyes at.
Job posts written desk by desk
IT staffing, BFSI, bulk hiring and executive mandates posted separately, with the accounts she would work on and the volume expected, from numbers you confirm.
Result: Applicants who already want that desk, instead of anyone with recruiting on a CV.
The people who stayed three years, on record
Interviews with recruiters who are still with you, about the account they built and what they do now, including what they found hard early on.
Result: Evidence against the assumption that nobody lasts at an agency.
The exit question answered in advance
A written, unflinching paragraph on why people leave your firm and what you changed because of it, agreed with your founder before it goes up.
Result: You say it first, instead of a review site saying it for you.
The same material in the client pitch
Your own careers content used as proof in proposals, since a firm that has fixed its own hiring story can argue for fixing a client's.
Result: A credential in the pitch that competitors cannot copy from a template.
How the result is measured
- Applications received per open role
- Careers page engagement and time on page
- Candidate drop-off during the interview process
- Referral hires as a share of total hires
Recorded as a baseline before work starts, so every later report has an honest comparison.
How it works
How the work runs for recruitment and staffing agencies
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 2
Find the genuine reasons to join
We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.
- 3
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 4
Review the candidate experience
We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.
- 5
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- Ask your three newest joiners why they said yes, and what almost stopped them.
Judge any provider
What to ask any agency or ghost-writer.
Useful whoever you choose, including us.
- Will you work from what our people actually say, or from a template?
- Do you do recruiting or supply candidates, or only the employer-brand work?
- Who approves anything that speaks for our staff?
- Which of our existing job pages and profiles will you change, and which will you leave alone?
- What do you count as a result, and what will you not promise?
Where this fits
Three pieces of sales work, in this order.
GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
Is it not strange for a hiring firm to buy this?
Do you recruit, or compete with us in any way?
Our model assumes high churn. Twenty trainees, three survive.
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Staffing and recruitment
Employer branding for the rest of the staffing and recruitment.
Or start from employer branding.
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.