The most important thing is finding and retaining employees in today's decisively disputed labor market. IBM uses this. The L & # 39; Oreal, Deloitte, American Express, Starbucks, Research in Motion and Intel. Simply people want to work for them. But why? What's the secret?
Employer Branding. This is the way to sell themselves – not their products – to potential employees. This is the way the job seekers communicate, the benefits and benefits of every employee. This is how it is located as a "Choice of Employer" – the first company to think about when someone works in the industry.
But Employer Branding is not just about giant multinational corporations. Any company can take advantage of it – big or small. And now, more than ever, employer branding is all about attracting and retaining employees for success. In short, Employer Branding responds to a simple question – why should someone work for another company instead of another company? How to distinguish a company from its associates and attract new employees? That's pretty simple, actually. Employer branding means marketing an entire company as if it were a product. However, the product offered to the consumer instead of selling a computer or cappuccino is the experience of people and employees who are in the company.
As much as a company sells its products as the best, it must market itself – its goals, values and attitudes – that it is the best choice for potential employees. People do not want to sell hard. They do not want brochures, statistics, and numbers. They want to know what it's like to feel like working at a company. A strong employer's brand that carefully captures the essence of the company and presents this message to potential employees successfully attracts the right applicants and keeps them in the long run. After all, people want to work a lot better in a company with a reputation in a company with a bad reputation, even if they offered higher pay.
Follow the Leaders
Your employer's brand is like any other brand. Only the product is different. Companies should take credit for the world's largest consumer brands such as Coca-Cola, Nike, and GAP. Most often use of emotional leaders, not rational leaders that attract people to such brands. If people are emotionally attached to a company, they will be more inclined to work there.
One of the most prominent leaders in Employer Branding's L & # 39; Oreal. The Careers website details how to join the company and exactly what you want them to work with. They target their message to a specific audience – university students and recent graduates – with video reports, detailed job descriptions, and more L & # 39; Includes an in-depth profile of Oreal employees. These profiles will result in a deterioration of the person's daily work, performance, and lifestyle, and his career as a L & # 39; For a young job seeker, this information is exactly what you are looking for.
The L & # 39; Oreal knows exactly who they want to work and focuses on recruitment efforts to achieve these goals.
Adding a Relationship
Recruitment means the relationship is established, not a transaction. The message that a company sends out about the goals and experiences of potential employees must be in line with the real thing. If a new recruiter accurately receives what they have promised, he will serve to strengthen the Employer Mark, which will attract and retain more candidates.
Hard day's day has gone. Businesses need to learn how to rethink their way of reaching their target audience. Because of its success on today's market, it is cruel for companies to take a long and hard look at what makes them stubborn – the goals and experiences that make them unique – and to make this story public to their own employees. In the era of Employer Branding, a plain, polished pictogram is not required.