Post by vvseoclaubbd360 on Oct 26, 2023 4:57:36 GMT -5
Show the market and potential employees how your company is the best place to work. This is one of the main challenges of employer branding , a set of strategies and actions that builds the image of an employer brand.
Brand concerns about attracting and retaining talent have become even more important during the Covid-19 crisis. . This is because it is increasingly essential for companies to align the way they communicate and position themselves internally and externally.
We recently spoke with Rafael Pimenta , employer branding Brother cell phone list analyst at Hotmart, about the challenges of being an employer brand and the advantages of adopting employer branding strategies. In the interview, Rafael also talks about the changes that the Covid-19 pandemic brought to attracting and retaining talent, and about the lessons that can remain after the crisis.
What is employer branding? And what is the difference in relation to more conventional HR actions and strategies?
One thing that is very important to keep in mind when we talk about an employer branding strategy is to understand that we are not just talking about career and experience actions, benefits that the company offers, which is generally what HR does.
When we talk about employer branding it goes much further. It's how people will see the employer brand, both people outside the company and those inside. So it's about developing strategies in accordance with the company's values, with the company's culture, that communicate to these people how the company is the best place to work.
The main difference is that employer branding uses many marketing strategies itself. On the one hand, there is marketing creating the company's image so that consumers come and purchase a product or service. While employer branding takes this same strategy and makes it portable so that potential employees come to be part of the team and that these employees remain. So we will use communication strategies and create actions to communicate these brand values, and thus attract and retain talent.
So, basically the difference we have is this issue of communication, and these strategies to reach the right audience. While HR is working with recruiters who will carry out hunting , who will advertise a vacancy. We have a broader strategy. When we are dealing with employer branding, I will already understand that I need to reach the people who are most likely to be converted to work at my company, because they will have a cultural fit , a fit of values and purposes that will add to my company.
Brand concerns about attracting and retaining talent have become even more important during the Covid-19 crisis. . This is because it is increasingly essential for companies to align the way they communicate and position themselves internally and externally.
We recently spoke with Rafael Pimenta , employer branding Brother cell phone list analyst at Hotmart, about the challenges of being an employer brand and the advantages of adopting employer branding strategies. In the interview, Rafael also talks about the changes that the Covid-19 pandemic brought to attracting and retaining talent, and about the lessons that can remain after the crisis.
What is employer branding? And what is the difference in relation to more conventional HR actions and strategies?
One thing that is very important to keep in mind when we talk about an employer branding strategy is to understand that we are not just talking about career and experience actions, benefits that the company offers, which is generally what HR does.
When we talk about employer branding it goes much further. It's how people will see the employer brand, both people outside the company and those inside. So it's about developing strategies in accordance with the company's values, with the company's culture, that communicate to these people how the company is the best place to work.
The main difference is that employer branding uses many marketing strategies itself. On the one hand, there is marketing creating the company's image so that consumers come and purchase a product or service. While employer branding takes this same strategy and makes it portable so that potential employees come to be part of the team and that these employees remain. So we will use communication strategies and create actions to communicate these brand values, and thus attract and retain talent.
So, basically the difference we have is this issue of communication, and these strategies to reach the right audience. While HR is working with recruiters who will carry out hunting , who will advertise a vacancy. We have a broader strategy. When we are dealing with employer branding, I will already understand that I need to reach the people who are most likely to be converted to work at my company, because they will have a cultural fit , a fit of values and purposes that will add to my company.