Companies need to achieve a new image vision. The best way to achieve this vision is with the use of employer branding. This combination of marketing with human resources has yielded good results for over 20 years.
History of Employer Branding
Due to the drop in the birth rate, companies have been forced to apply better techniques. The US is a pioneer in this process because it began to see speedy results when testing it. Although Spain has started this process a little more slowly, today, it is the easiest way to build customer loyalty.
All organizations must have a new staff. A satisfied staff will recommend the brand to their closest friends. Up to this point, employer branding has historically been a technique that combines sales tools with people management.
What Is Employer Branding?
It is a strategy related to the concept of human resources and its ability to attract committed professionals. In other words, it is about human resource marketing. Every employee must have the ability to contribute something, and in the same way, the company must provide benefits.
By definition, this method tries to reward employees for transmitting the good news of a company. This strategy works both in recognized companies and those just starting.
Those who learn to use this strategy have the potential to look inward and outward. Employees have the power to do many great things for the company. Having the initiative to propose new strategies depends on the satisfaction felt by human talent.
The more famous an organization becomes, the greater the pool of candidates. Building and maintaining a positive image in a company is the way to make it last over time. The objective of employer branding is not the final customers but the employees.
Customers who know that a company generates prestige for its employees will prefer it. Every time a work day ends, the employee will go Home and tell about his experience. Depending on the type of experience, it spreads from person to person.
The priority of employer branding is how to raise the satisfaction of those who work in the organization. All sectors or departments of the company must positively interact in decisions.
Principles of Employer Branding
The principles of this strategy are related to attracting human talent and diversifying their knowledge. Candidates are capable of speaking well or badly about a recruitment experience. Therefore, the recruitment stages must be well taken care of.
Reducing the flight of candidates, creating strategies to earn more, and transmitting this with marketing strategies will achieve the objective. The principles defined below are directly related to the intervention of human resources.
According to the company’s needs, each position must have a description of tasks. The needs of the position go according to the competitive market. The possibilities of internal growth must be contemplated.
Once the required job position is analyzed, it will be possible to know the public to which it must be addressed. The selection of personnel with specific requirements makes the process transparent. Every person who bids for the job will know he must be well trained.
Motivate Potential Candidates
Every person who attends a job interview must feel motivated. Tranquil environments make the most talented stand out. It is essential to create talent challenges accompanied by employment benefits.
Labor benefits must be indisputably related to the social part.
The brand must maintain a good image.
The images are maintained with the use of assertive advertising. Employee events are ideal for creating prestige. Social networks are the foundation for creating a good brand.
The presence in social networks gives good prestige to the brand. After each work recreation event, the best photos should go to social networks.
Job Offers With Growth.
Every job has an economic proposal. The company must have plans for the progressive economic growth of its employees. This is done through incentives for sales or good behavior.
Bonus to the best employee of the month, payment of commissions, and corporate vision are significant. The offers must include economic and moral incentives to improve each performance.
Benefits of Employer Branding
The benefits are countless. In traditional companies, there is a methodology where the only important thing is financial resources, raw materials, and having the documents in order. In theory, this could sound good, but where does human talent put all its effort into it?
Breaking the paradigms of the traditional is what brings benefits to employer branding.
Improves Communication Skills
From the moment of capturing a new talent, positive relationships must be cultivated. For this, the proposals must be oriented towards the motivation of obtaining new and better objectives every day. The levels of commitment begin to develop from the first moment.
If human talent can be convinced to increase their levels of competence, the company establishes strong communication links. It would help if you always listened to the proposals that a candidate has to offer. Direct communication removes demotivation and connects the employee with joint work goals.
The vision of leadership allows everything to work in harmony. Employees need to have someone to look up to and follow in their footsteps. Conveying teamwork, problem-solving and continuous improvement is a benefit of employer branding.
Every organization that works with employer branding knows how to guide large masses in the same direction. Work motivation continues to be the key to success, and each person is satisfied with finishing their work for global benefit.
Greater Business Commitment
Positive marketing strategies applied to employees increase their company commitment considerably. They will become emotionally involved when a job is committed to your company. By personally contributing to the company’s success, the employee will feel enthusiastic about it.
In concrete words, the worker feels satisfied and wants the company to reach higher and higher. Undoubtedly the company will prosper rapidly.
Expansion of Potential Talents
Internal business motivation means the worker does not retain his talent. By diversifying his talent, productivity improves, and schedules cease to be necessary for the worker. Whenever a person is committed to something, his productivity improves regardless of the area.
Expanding potential talents, come together in substantial and positive groups. The company begins to stand out from the rest because everyone is heading toward excellence.
Generation of Expectations In Future Employees
Expectation management makes employees efficient before they have the opportunity to work there. Each person has expectations, and the organization, with employer branding, achieves these benefits for the company. Professionals generally have different profiles, and their goals will be different.
Business leadership applied as a strategy knows how to manage differences so that they contribute to development according to their area. When time is spent with employees, offer comments are made, and individual potentials are exploited, the company is consolidated.
Experience In Managing Personnel
A brand that has experience managing people is successful. Personnel management is essential in a company, and employer branding makes it possible. The success of personnel management depends on the strategies developed in talent marketing.
Respecting the philosophy of each individual undoubtedly determines the possibility of more significant benefits. The staff is always informed of the objectives and is therefore encouraged to achieve them. Trust between both parties has very positive repercussions.
Best Brand Attributes
The attributes of the brand influence people close to the company. Every time a worker tells the good news to someone else, they take an interest in them. Large companies have positioned themselves thanks to their work commitment to their employees.
Each work event published on social networks, training employees in different areas, and much more make a difference. Employer branding plans are long-term plans, and these results are seen after the first maturation, approximately seven years.
Employee Identification And Satisfaction
Working on employee satisfaction also helps predict what factors trigger someone to leave a company. Retaining talented employees is only achieved by satisfying a large part of their needs. Long-term growth depends directly on having talented employees who are enthusiastic about their work.
Identifying and retaining the employee makes organizations have the fundamental pieces to grow. Employer branding is an excellent ally in the quest to make the employee do their job voluntarily and without feeling obligated. Talented employees put all their effort into solving crises.
Improve Sales Processes
Satisfaction is a tool for improving productivity. In the case of marketing, to constantly sell a product, consumer acceptance is needed. The same thing happens with the employee. When he feels satisfied, he raises his sales levels and expectations.
Whenever an employee is happy, they will create more robust and more affective ties with customers, making them prefer the products or services of that company. Human talent is undoubtedly the greatest treasure behind every great company. A good service is more favorable to recommend than a low price.
Best Market Opinions
The communication and empowerment transmitted to the employees make them consider giving better opinions to the market. An employee must feel that his company is the best and that he must recommend it to the four winds. Employees must be aware of the results of the business to work together for new goals.
How To Use Employer Branding In a Brand?
Employer branding is used as a determinant of the actions to be taken for the improvement and satisfaction of the company’s internal part. Those who make life in a public and private institution must be satisfied mainly in:
- dynamic field.
- Economic field.
- Future growth.
Every action must have a detailed plan to know what to do. When making a value proposition to the employee, it is generally good to focus on the group’s attributes and the company’s reality.
To implement employer branding in a brand:
- Make a diagnosis of the current image of the brand.
- Project how the brand should be seen in the short and medium term.
- Apply quantitative and qualitative techniques to have the right staff.
- Create motivational talks on how the brand should be seen.
- Having an adequate direction to start with the strategy.
- Work on being a good employer.
- Determine the reasons why you should be a good employer.
- Create a solid action plan.
- Be consistent with the objectives. They must be adapted to the place where it is applied.
The definition of goals, the constant work, and the projection of new ideas make employer branding a widely used strategy. The sooner the strategy is applied, the faster the business benefits will be after its application.