Marketing and HR Need to Work Together on the Employer Branding Strategy

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Nearly 88 percent of the HR managers polled in a recent survey said that employee recruitment is becoming more like marketing with each passing year. These days, employers have to use the power of persuasion to attract top talent.

With all of the competition in the business world, business owners have to focus on setting themselves apart from other companies. While this may sound like a relatively easy task, it is anything but.

Creating a winning employer brand will require the perfect marriage of marketing and human resources, recently known as collaborative hiring, in which both join forces in a multi-stage approach. Putting your best foot forward with prospective employees is essential when trying to win them over and get them interested in a job with your company.

For the most part, HR managers are passionate about using the power of technology to streamline business operations. Are you interested in learning how to make things like scheduling, time tracking and payroll easier? If so, you can click for more information.

The same passion that you have for the use of technology for the streamlining of business operations should also apply to your need for a great employer brand. The following are some of the considerations that marketing professionals and HR managers need to make when trying to develop a great employer branding strategy.

What is Your Message to Potential Employees?

The first thing that a business has to figure out when trying to create an employer brand is what their message is. Ideally, you want to provide prospective employees with a genuine and detailed message about what your company stands for and what your goals are. Most people want to work for a company that has a vision and a clearly defined plan for the future.

Keeping your brand voice consistent is vital when attempting to attract top talent. Having inconsistency in your branding message may drive away employee candidates and put your business in a bad light. Once you know what your message to potential employees is, you need to get to work developing video and blog content. With this content, you can inform and entertain potential employees with ease.

Focus on Nurturing Your Culture

In order to ensure the right talent finds out about your company, you will need to focus on both recruitment and nurturing your culture. Before you can begin to nurture your culture, you will need to figure out what you want it to be. A recent study shows that Millennials are 83 percent more likely to engage with a company that has a culture of inclusiveness.

This is why you need to work with your HR team to develop an employee recruitment process that is both inclusive and effective. You can make your recruitment process more inclusive by doing the following:

1. Make Your Job Descriptions Inclusive. Having inclusive job descriptions is vital. Often times, the first impression a potential employee will have of your company will come from your job description. By making the language in your job description clear and understandable, you can avoid alienating employee candidates. Filling your job description with industry jargon can be very confusing, which is why you need to avoid it at all costs.

2. Widen Your Search For New Employees. Before putting out a job description, you need to figure out where you are placing your ad. In the past, businesses would only post their job openings in the local paper. The modern job hunter uses a variety of tools to find and apply for positions they are interested in. Rather than using outdated job posting methods like newspapers, you need to expand your horizons. Posting openings online can help you generate more buzz and attract a wider array of candidates.

3. Make the Interview Process More Inclusive. Once you have posted your job listing online, you will undoubtedly receive a lot of applications. The best way to begin to narrow down a vast list of potential hires is by conducting interviews. In order to make the interview process more inclusive, you will need to work on relating to each applicant.

Being too stiff during an interview can give off the wrong impression and may lead to a person refusing a job offer from your company. Getting a comprehensive list of the questions you will ask beforehand can help you stay on track and avoid lulls in the interview.

Embracing Technology is a Must

If you are looking for a way to give your employer brand a boost, then embracing the power of technology is a good idea. Utilizing the convenience of online job listing forums can help you greatly when trying to further your reach and attract top talent. Many of these job listing sites allow candidates to find openings that are directly tailored to their needs.

While this is great for the person applying for your job, it can also benefit you. With the help of technology, you can find employees who possess the right skills and experience easily. Ideally, you will want to find online forums that are directly geared towards filling jobs in your industry.

Creating an Online Presence

Many experts in the hiring industry maintain that modern candidates are treating the search for a new job like an online shopping trip. Tech-savvy candidates generally look at the reviews a business has and what type of online presence they have before applying for a position.

This is why you will need to work on building your company’s online presence over time. The best way to do this is by having a functional and appealing website. Once you have your website built and populated with content, you need to shift your focus to setting up social media pages. While this will take some time, it will allow you to connect with potential employees in a comprehensive and effective way.

Building an employer brand is not an overnight process. In most cases, companies have to work for years to create the employer brand they want. Rather than trying to take on all of this work alone, you may want to think about hiring marketing professionals.



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