How to change the image of your employer brand
Posted: Mon Dec 09, 2024 10:36 am
According to Adriana M, author of the blog HRTRENDS , this requires joint work between management and the Human Resources, Communications and Marketing departments.
Some of the steps to follow are:
Establish a strategy and an objective to be met: before starting any action, you must have a team to lead the project. Their functions include defining the objectives to be achieved, as well as planning the most appropriate strategy for this and the public to which they will be directed. “Trying to gambling data mexico improve employee conditions to retain talent is not the same as designing a campaign to publicize working conditions in order to attract better professionals,” says the author.
Establish a diagnosis: in this step, it is important to know the opinion of the company, both of the employees themselves and of future candidates. Active listening is one of the common methods to obtain this information. Direct surveys, consulting rankings, news or company forums are some examples of options to gather this data.
Design the proposal: once the two previous steps have been completed, a value proposition for employment is needed that answers one question: why stay in that company and not go to the competition.
Develop internal and external actions: these employer branding strategies must involve the organization's employees, who can play the role of company ambassadors and attract new talent.
Measuring the impact: in addition to developing these strategies, it is important to subsequently monitor and evaluate them “in order to establish a model for continuous improvement.”
All those professionals who wish to expand their knowledge of employer branding and other techniques used in the Human Resources department can do so through the university programs sponsored by FUNIBER . One of the courses offered is the Master's Degree in Consulting and Organizational Development .
Some of the steps to follow are:
Establish a strategy and an objective to be met: before starting any action, you must have a team to lead the project. Their functions include defining the objectives to be achieved, as well as planning the most appropriate strategy for this and the public to which they will be directed. “Trying to gambling data mexico improve employee conditions to retain talent is not the same as designing a campaign to publicize working conditions in order to attract better professionals,” says the author.
Establish a diagnosis: in this step, it is important to know the opinion of the company, both of the employees themselves and of future candidates. Active listening is one of the common methods to obtain this information. Direct surveys, consulting rankings, news or company forums are some examples of options to gather this data.
Design the proposal: once the two previous steps have been completed, a value proposition for employment is needed that answers one question: why stay in that company and not go to the competition.
Develop internal and external actions: these employer branding strategies must involve the organization's employees, who can play the role of company ambassadors and attract new talent.
Measuring the impact: in addition to developing these strategies, it is important to subsequently monitor and evaluate them “in order to establish a model for continuous improvement.”
All those professionals who wish to expand their knowledge of employer branding and other techniques used in the Human Resources department can do so through the university programs sponsored by FUNIBER . One of the courses offered is the Master's Degree in Consulting and Organizational Development .