Tag: employer branding

Reaching the Right Candidate is an Art: Talent Acquisition Through Effective Positioning

Written by admin on October 23, 2025. Posted in Blog. No Comments on Reaching the Right Candidate is an Art: Talent Acquisition Through Effective Positioning

The First Misconception in Hiring: “We Posted the Job, Now We Wait”

Many companies still approach hiring as a fairly mechanical process. A job posting is created, shared on a few platforms, applications are collected, and resumes are reviewed.

The problem is this: today’s labor market isn’t that simple. Qualified candidates are often already employed—and in many cases, they don’t even see your job ad.

Here’s the critical point: reaching the right candidate isn’t just about posting a job; it starts with effective positioning. Just as a brand builds a connection with customers, an employer brand must meet potential candidates in the right way.

Why Talent Acquisition is Different

Recruitment and talent acquisition are often used interchangeably—but there is a key difference:

Recruitment: Short-term solutions to fill an open position.
Talent Acquisition: A strategic, medium- to long-term approach to build a pipeline of talent for critical future roles.

Talent acquisition is not just about filling a vacancy—it’s an investment in the future.

Positioning: How Candidates See You

Positioning may remind you of marketing—but it applies to employer branding as well. How do candidates perceive your company?

Do they see you as innovative or traditional?
How is your employee experience reflected externally?
What impression do you give regarding social responsibility, diversity, and development opportunities?

According to LinkedIn’s 2023 Global Talent Trends report, 75% of candidates research a company’s culture and values before considering a job offer. So it’s not only about salary and benefits; it’s about your company’s identity and story.

Four Steps to Effective Positioning

Clarify Your Employer Brand
- What values make you unique?
- What distinctive experiences do you offer your employees?
Use the Right Channels
- Social media for young talent
- Industry networks and conferences for experienced professionals
Speak the Candidate’s Language
- Job descriptions should go beyond duties
- Answer the question: “Why should I work here?”
Ensure Continuity
- Positioning isn’t only during open job postings
- Employee stories, success cases, and social media content strengthen candidate relationships continuously

Case Study: Why Some Job Ads “Get Noticed”

📍 Company X
A technical, cold job description: “Looking for a candidate with X role, Y software experience, Z years of experience.”
Result: Few applications, underqualified candidates.

📍 Company Y
A candidate-focused job description: “We are looking for team members to shape the future with us. While working here, you will gain development opportunities and influence business processes.”
Result: High application volume, strong candidate profiles, higher acceptance rates.

The difference? Positioning. Candidates seek not just a job—they seek experience and meaning.

Strategic Talent Acquisition: Not Just HR’s Responsibility

Another critical point: talent acquisition is not only HR’s responsibility—it involves the entire executive team. A candidate evaluates not only the job but also the company, its vision, and its leadership:

Messages conveyed by C-level executives
The company’s approach to societal issues
Practices showing employee engagement

According to Glassdoor, companies with strong employer brands receive 50% more qualified applications. Gallup reports that organizations with high employee engagement experience 59% lower turnover, while LinkedIn shows that 70% of candidates are passive, meaning they aren’t actively job hunting but will act if the right opportunity arises.

This emphasizes that effective positioning is critical for reaching passive candidates.

Future Outlook: Talent Wars Are Intensifying

In the coming years, especially in technology and creative industries, finding the right candidate will become even more challenging. Talent pools are limited while demand is rising. Companies will need to attract talent not only through job postings but through strategic programs:

Partnerships with universities
Diversity and inclusion initiatives
Development-focused employee experiences

Candidates Are Researching You Too

In the past, only companies evaluated candidates. Today, candidates also investigate employers:

Employee reviews
Social media content
Company stance on current events

Sometimes a candidate’s perception of your company is shaped by a single, genuine LinkedIn post from an employee—or even by positive or negative Google reviews.

Conclusion

Modern hiring is no longer just about finding the right resume—it’s about connecting the right person to the right experience. This requires:

A strong employer brand
Strategic positioning
Continuous communication and follow-up

Reaching the right candidate is a carefully designed, strategic process. Next time you plan a hiring campaign, ask yourself:
“Are we merely filling positions, or are we acquiring the talents of the future?”

Strategic Loyalty Programs Against High Turnover

Written by admin on September 9, 2025. Posted in Blog. No Comments on Strategic Loyalty Programs Against High Turnover

Picture this office: It’s Monday morning and three team members are cutting a cake to celebrate new job offers. By Wednesday, someone announces, “I need to step back and think for a while.” By Friday, half the desks are empty.

For many companies, this isn’t just a scenario—it’s reality. In HR literature, it’s called high employee turnover. For organizations, it’s a costly and persistent challenge.

So, how can we change this picture?

Loyalty = A Powerful Word, But Not a Magic Wand

Let’s begin with some hard facts (sources: Gallup, Deloitte, and local HR reports in Turkey):

Globally, 51% of employees are either actively looking for a job or open to new opportunities.
In Turkey, private sector turnover rates can reach up to 30%.
The cost of losing one employee typically equals 1.5 to 2 times their annual salary.

In other words, loyalty is not just a “romantic” concept—it is a serious financial strategy.

Case Study 1: Is a Bonus Enough?

A manufacturing company attempted to tackle high turnover with extra bonuses. The first month, everyone was happy. By the second month, a competitor offered slightly higher bonuses—and half the workforce left.

Takeaway: Loyalty cannot be secured through financial incentives alone. Loyalty begins in the heart, not the wallet.

Case Study 2: The Power of Belonging

A technology firm designed a loyalty program not around perks, but around a sense of belonging.

New hires were paired with mentors through a “buddy system.”
Training and development were personalized according to individual career paths.
Employees were given active roles in social responsibility initiatives.

Result: In three years, turnover dropped from 28% to 12%. Employees began to see themselves not just as workers, but as part of a shared story.

What Makes a Strategic Loyalty Program?

The keyword here is strategy. Loyalty programs are not random bonuses, holiday parties, or once-a-year team-building events.

An effective program:

Is data-driven. It listens, measures, and analyzes what employees truly need.
Addresses diverse needs. Younger employees may seek growth, while experienced ones value flexibility.
Builds a long-term culture. One-off solutions rarely create sustainable loyalty.

Three Keys to Employee Loyalty

Recognition and Appreciation
The greatest motivator is the feeling that one’s work is valued. Sometimes, a genuine “Great job!” can be as powerful as a raise.
Development Opportunities
Employees who feel their careers are stagnant will look elsewhere. Training programs, coaching, and mentoring feed loyalty.
Flexibility and Wellbeing
Post-pandemic, expectations have shifted. Flexible hours, hybrid models, and wellness initiatives directly influence retention.

But here’s the catch: companies often confuse “engagement” with “loyalty.” For example, adding a foosball table to the office doesn’t guarantee people will stay. Employees might play for five minutes—then check LinkedIn for new opportunities.

In short: Cool office décor doesn’t create loyalty. Feeling genuinely valued does.

The Right Questions to Ask

If your company struggles with high turnover, perhaps it’s time to ask:

Do my employees truly feel heard?
Do they have emotional reasons—not just financial ones—to stay?
Does our culture provide a foundation that fosters loyalty?

The answers to these questions are the foundation of a strategic loyalty program.

A Note for the Future: Loyalty Is Never One-Sided

Let’s remember: loyalty is not a one-way street. While companies expect commitment from employees, they must also demonstrate commitment in return. When the message is, “We trust you, and you can trust us,” loyalty becomes sustainable.

That is why loyalty programs are not just about retaining employees—they are also about strengthening corporate identity. Loyalty creates a chain of trust:

Loyal employees → higher customer satisfaction → stronger brand reputation → long-term success.

The Art of Creating Loyalty

High turnover is one of today’s greatest challenges for businesses. But well-designed strategic loyalty programs can turn this challenge into an advantage. Because loyalty is not about “closing the exit door,” but about creating a feeling that “it’s worth staying.”

And here’s the beauty: this art only works when it is not confined to management decisions alone but becomes a shared effort across the entire corporate culture.

Don’t Get Lost in Mass Recruitment: Here’s the Map You Need!

Written by admin on August 26, 2025. Posted in Blog. No Comments on Don’t Get Lost in Mass Recruitment: Here’s the Map You Need!

Don’t Get Lost in Mass Recruitment: Here’s the Map You Need!

Mass recruitment may sound like a great opportunity at first, but when put into practice, it often feels like navigating a labyrinth. Choosing the right candidates from hundreds—even thousands—of applications, using time, resources, and the team effectively, strengthening the employer brand while also ensuring a positive candidate experience… Without a “map” in hand, getting lost along the way is almost inevitable.

In today’s hiring world, recruitment is no longer a solo journey—it’s a group expedition. So, how do we reach the right destination without losing our way during such a crowded journey?

Why Is Mass Recruitment So Challenging?

Think of mass recruitment like ordering coffee. Asking for one cup is easy: “Medium, with milk, no sugar.” But what happens when you need to order coffee for 200 people at once? One wants almond milk, another extra foam, and someone else needs it decaf. Suddenly, things become overwhelming.

That’s exactly what mass recruitment feels like. Every candidate has a unique background, expectations, and potential. To evaluate them effectively, you need to act not just quickly—but strategically.

Without a Map, Getting Lost Is Inevitable

The biggest risk in mass recruitment is losing control of the process. Getting buried under CVs, repeating the same interview questions, failing to clarify position requirements… This doesn’t just exhaust the hiring team—it can also damage the company’s employer brand.

The first rule of the map is simple: draw a clear route from the very beginning.

Which positions are needed,
What competencies are required,
In what timeframe,
With which resources.

If these aren’t defined upfront, the journey often ends halfway.

The Compass of the Map: Data

In modern recruitment, our compass is data. How many applications did we receive? From which platforms do the most qualified candidates come? At which stage do candidates struggle the most? What is our offer acceptance rate?

Answering these questions turns mass recruitment from a guessing game into a well-planned trip. A data-driven approach not only helps identify the right candidates but also improves the process continuously. After all, every mass hiring round is an experience that guides the next.

Never Forget the Candidate Experience

One of the most common mistakes in mass recruitment is thinking, “It’s a crowd anyway”—and pushing candidate experience aside. But every applicant wants to see themselves in the mirror of the company.

Even a simple notification email can transform how a candidate perceives the organization:
“We’ve received your application and will get back to you shortly.”
Yes, that email may be sent to thousands with a single click—but for each candidate, it carries personal value.

This part of the map reminds us: seeing the individual within the crowd builds long-term brand strength.

Leveraging Technology

In mass recruitment, technology is one of the most valuable allies that supports human effort. Applicant tracking systems, automated pre-screening tools, AI-assisted interview solutions… These save recruiters time and allow them to focus on more strategic tasks.

But here’s the critical point: technology can never fully replace the human touch. Algorithms can filter CVs, but motivation, passion, and cultural fit still require human judgment.

Communication: The Key to Staying on Track

Mass recruitment is always a team effort. HR, operations, managers, and sometimes external consultants—all must be reading the same map.

When communication breaks down, that’s where the biggest losses occur:

Not knowing where a candidate stands in the process,
Different team members asking the same questions,
Constantly shifting priorities.

This not only drains the team but also undermines the credibility of the process. Which is why one golden rule must be on the map: coordination prevents getting lost.

Final Destination: The Right People, A Stronger Future

Companies that use the map wisely during mass recruitment don’t just fill vacant positions. They invest in the future, building long-term success with the right people.

The truth is, even the most detailed map is useless without a skilled guide to interpret it. Mass recruitment isn’t a sprint—it’s more like a team hike. The steps must be aligned, the route clear, and the guide reliable.

For those who don’t want to get lost, the most valuable tool is having the right map in hand from the very beginning. And that map? One that is data-driven, candidate-focused, technology-supported, and strengthened by communication.

In short: To avoid getting lost in mass recruitment, draw your map carefully, set your compass to data, and follow the journey with trusted guides.Mass recruitment may sound like a great opportunity at first, but when put into practice, it often feels like navigating a labyrinth. Choosing the right candidates from hundreds—even thousands—of applications, using time, resources, and the team effectively, strengthening the employer brand while also ensuring a positive candidate experience… Without a “map” in hand, getting lost along the way is almost inevitable.

In today’s hiring world, recruitment is no longer a solo journey—it’s a group expedition. So, how do we reach the right destination without losing our way during such a crowded journey?

Why Is Mass Recruitment So Challenging?

Without a Map, Getting Lost Is Inevitable

The first rule of the map is simple: draw a clear route from the very beginning.

Which positions are needed,
What competencies are required,
In what timeframe,
With which resources.

If these aren’t defined upfront, the journey often ends halfway.

The Compass of the Map: Data

Never Forget the Candidate Experience

This part of the map reminds us: seeing the individual within the crowd builds long-term brand strength.

Leveraging Technology

But here’s the critical point: technology can never fully replace the human touch. Algorithms can filter CVs, but motivation, passion, and cultural fit still require human judgment.

Communication: The Key to Staying on Track

Mass recruitment is always a team effort. HR, operations, managers, and sometimes external consultants—all must be reading the same map.

When communication breaks down, that’s where the biggest losses occur:

Not knowing where a candidate stands in the process,
Different team members asking the same questions,
Constantly shifting priorities.

This not only drains the team but also undermines the credibility of the process. Which is why one golden rule must be on the map: coordination prevents getting lost.

Final Destination: The Right People, A Stronger Future

Companies that use the map wisely during mass recruitment don’t just fill vacant positions. They invest in the future, building long-term success with the right people.

In short: To avoid getting lost in mass recruitment, draw your map carefully, set your compass to data, and follow the journey with trusted guides.

Catch the Talent Before It’s Gone! – The HR Speed Test Has Begun

Written by admin on August 12, 2025. Posted in Blog. No Comments on Catch the Talent Before It’s Gone! – The HR Speed Test Has Begun

“A great candidate can disappear from LinkedIn in the blink of an eye…”

If you’re an HR professional, this sentence likely rings all too true. And it’s not just LinkedIn—sometimes a candidate interviews in the morning and starts at a new job by the afternoon. The business world now moves at lightning speed, and talent acquisition has become one of its most demanding tracks.

Today’s challenge isn’t just to find qualified candidates—it’s to catch them at the right time. In a world where writing “dynamic team” or “innovative culture” in a job post is no longer enough, candidates are looking for real experiences that back up those promises.

If the Process Is Slow, the Talent Will Leave

Let’s be honest: candidates are racing against time, and companies with delayed decision-making lose out.

Four rounds of interviews, two reference checks, one personality test, and then… two weeks of silence.

Then comes the email:
“We’ve found you suitable and would like to move forward.”
Unfortunately, that candidate has already started a new job elsewhere.

HR’s biggest competitive advantage today isn’t just salary—it’s a fast, transparent, and effective experience.

Why Speed Matters Now More Than Ever

Today’s candidates—especially younger and high-potential ones—know exactly what they want from their careers. They’re not applying just to see what happens; they’re evaluating whether the role aligns with their goals. They have little tolerance for waiting and high expectations for clarity.

And let’s not forget—competition is global. Thanks to remote work, you’re not just competing with companies in Istanbul. You’re competing with Berlin, Amsterdam—even Canada.

So, the next time you spot a promising profile, remember this:
While you’re thinking, someone else is already making an offer.

The Secret to Speed? Preparation

Planning every step of your recruitment process in advance adds real momentum to your organization. Key accelerators include:

Clearly defined hiring competencies
Pre-scheduled interview plans
Ready-to-use assessment tools
Streamlined internal approval mechanisms

And remember: Being fast doesn’t mean being careless. It means building a decision-making structure that is agile, not reactive.

HR’s New Core Skillset: Time Management + Candidate Experience

It’s no longer just about reviewing strong résumés. The experience you offer candidates has become just as important. From the first interview to the offer stage, what matters most?

Clarity
Feedback
Respect
Speed

These elements are now just as influential as salary or benefits.

And yes—candidates evaluate companies too.
“They got back to me after three weeks.”
“They seemed interested during the interview, but then I never heard from them.”

These aren’t just isolated experiences—they shape your employer brand.

AVD’s Approach: Prepared Companies Don’t Lose Great Talent

At AVD HR Consultancy, we closely follow the evolving labor market and support companies not only in finding the right candidates but also in managing the process quickly, accurately, and efficiently.

From initial needs analysis to talent pool management, screening, structured interviews, and the offer stage—we adopt a fully accelerated recruitment model.

Talented candidates make decisions in the blink of an eye.
And if you’re still waiting on internal approvals?

Unfortunately, someone else may already be running with the baton.

HR’s role isn’t just to find talent—it’s to act at the right moment with the right offer.

Speed isn’t a threat. It’s an opportunity.
Let’s not forget: losing talent isn’t fate—it’s a matter of process.
🔍 At AVD, we stand with all companies that want to act before talent slips away. Because the right candidate deserves to be at the right place—at the right time.