To engage customers with our brands, we must first ensure employee engagement with the
company’s value propositions . After all, they are the ones on the front line, delivering our
differentials for customers, right?
However, as with end customers, it is not easy to get advocates internally.
And this is becoming increasingly important, especially for those who have decided to invest in their
company’s employer branding .
Loosely translated, we can say that it is about your reputation as an employer. The concept is usually
associated with companies’ success in selecting and recruiting talent, but it is also ideal to think about retention.
When we look at how a company can improve its image towards employees, we think of appropriate
remuneration policies. Obviously, this is an important factor, but the people who manage it know that
this is not enough.
Do you want to better understand this story of employer branding and learn how to leverage this
strategy to increase your business results? Then you are in the right place because this is the topic of
today’s article.
Let’s go ahead!
What is employer branding?
In short, it is appropriate to consider qatar telegram data employer branding as a strategy to build
and maintain a positive company image. The difference is that the target is not the end customers, but the employees .
It is obvious that the initiatives cannot be decoupled, because the fact that the company is recognized
as a good employer intervenes favorably with the perception that end customers have about the brand .
In the following topics we will explain which initiatives are important for employer branding, but the
key is to think about how it is possible to raise the level of employee satisfaction .
There is no doubt about the importance of having a Human Resources area that has this more
strategic vision of its activities, but a successful project in this area requires the participation of all sectors of the company .
Keep in mind, too, that results won’t show up overnight. Employer branding is a long-term
project . And for implementation to be successful, you need to define, and understand, the values
that underpin that business.
How important is employer branding?
In an environment where companies what is roi and how to calculate it increasingly rely on intangible
values to differentiate themselves from the competition, having people who help spread your qualities
can make a big difference in results.
In addition to its importance in building and maintaining company advocates , employer branding
also has a positive impact on a company’s productivity levels .
It’s not hard to imagine why this happens: if we are more satisfied with our work and proud of the
organization, we seek to redouble our efforts and want to meet our employer’s expectations.
Another aspect to consider is competition. If we work for a company that stands out as a good place to
work, we are aware that our position is more contested, so it is not guaranteed.
In financial terms, the main contribution of employer branding is in reducing costs in the selection
and hiring processes.
With a good reputation, it is easier to attract more qualified people, which reduces the amount of time
and resources usually required in this type of process.
When considering the value of strategies in this area, it is also important to consider the positive
effects on supplier relationships.
The better the company’s image , the easier it will be to establish good deals, as suppliers understand
that they can add value to their operation by partnering with reputable companies.
What are the best employer branding strategies?
Understanding the importance of making sms to data the company one of the most desirable to work for , let’s now look at the aspects that help build that kind of reputation.
First, remember that, as with branding, what works in this area is a set of initiatives, not isolated actions. Therefore, the first step is to define (or more objectively identify) the values that underpin the business.
An employer branding project must be built on the company’s strategic pillars, that is, it must be driven by its corporate culture .
As an important recommendation, here it is appropriate to ensure that the brand establishes a mission, vision and values that work to differentiate your business.
It seems obvious, but not all companies pay due attention to these assumptions, reproducing concepts that are not aligned with their mode of operation, nor do they coincide with the objectives established for the organization .
Once this more formal issue has been resolved, carefully review the initiatives that positively impact employer branding:
Planning
As we have said, an employer branding project takes time to consolidate. Therefore, the best strategy is to plan , documenting what can be done in the short, medium and long term.
The definition of initiatives must consider the objectives, but also the available resources, the schedule (it must be feasible, based on real data) and the indicators that will be used to measure the results.
Do not neglect this last step, since without following the appropriate KPIs it is impossible to evaluate the effectiveness of the actions.
Approach
Obviously, the ideal is to have appropriate remuneration and training policies for all levels of the company, but it is essential to identify groups that should be prioritized, precisely because they have a strategic role in the success of the operation.
Keep this in mind: just like the brand’s relationship with its end consumers , there are audience segments within the company that will not only generate faster results, but will also help in the implementation of the project.
It is impossible to raise a company’s reputation as an employer without engaging its leaders. Managers in every area play a key role in this process, especially since they receive direct feedback from employees.
Experiences
Experiential Marketing is increasingly valued in corporate strategies, but many forget to evaluate what happens in the daily work of teams.
Although people play different roles for companies, the truth is that your employee must be seen as a potential consumer of the brand.
Think about it, has your company considered all the characteristics of today’s consumer in the development of its internal policies? Have you recognized that this is a more demanding public and requires more personalized approaches? Are you using technology to better address it?
In the internal environment, this is a priority issue: it is not enough to have good initiatives, we need to communicate them properly . It is not enough to do, it is necessary to show what has been done to ensure the appropriate impact for the strategy.
Don’t forget that reputation is based on the perception of others. Employer branding depends on how the company is perceived by employees and potential customers.