An EVP, which is something like a clearly defined employer positioning, forms the center of a well thought-out employer brand.
We've already gone into detail about why employer branding is so important and what tools it has to offer. But how do you now translate the theoretical best practices of employer branding into concrete initiatives? We'll use three concrete examples to show you how to integrate employer branding into your company's day-to-day operations.
An EVP, which is something like a clearly defined employer positioning, forms the center of a well thought-out employer brand. There are various methods of communicating the EMP to the outside world and living it within the company. One possibility is a slogan that is directly related to the recruitment process, but also to the HR department. Regardless of how you implement the EMP, you should not take this point lightly. A well-structured process will allow you to use the EMP to make a statement that is valuable to the company:
To ensure the best results, it is not only important what is communicated, but where and how. For this, a comprehensive communication strategy is the best foundation.
For many applicants, the career website is the first point of contact at your company. Therefore, it should be convincing in all areas:
There are many studies on the classic pitfalls of career websites. One prominent example is duplicate data entry. For example, offer candidates the option to either submit a resume or fill out a form - don't ask for both.
To reach even more potential candidates, you can use your employees as "employer brand multipliers." The best part about this employer branding strategy is that it costs very little! In this context, good onboarding is very important. The first period in the company forms the basis for employee loyalty and subsequent recommendations by employees. It starts long before the first working day in the company. Send new employees a welcome message from the future team, invite them to company events and provide all the information needed for the first few days:
Also, encourage your employees to make referrals. For example, offer a bonus for each successful referral. An HR newsletter for employees could advertise a referral program and provide information about new hires or special employee achievements. Tip: Plan internal events such as a recommendation lunch. Then, together with your employees, scour their social networks for suitable contacts who could soon become colleagues.
Remember, employees serve as ambassadors. Help your employees take on the role of ambassador. For example, create profile pictures for your social media channels and share, comment and tag their posts. Feature your employees in your own content and build a story around them. We'd be happy to help you create a purposeful employer branding experience. Contact our team and together we will find your ideal candidates.
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