HR Marketing is more than nonsense:

Published on January 31, 2023

By Jean-Luc Dupont

What exactly?

HR marketing is the ideal way to attract and retain talent in a competitive job market. It’s about creating engaging content that resonates with potential employees, improves their understanding of your business, and helps them make an informed decision to join your team. People need to understand why they should join you – what do you offer that sets you apart from the competition?

HR marketing is also about creating an internal environment that reflects your company’s mission and values. It involves providing employees with the tools they need to succeed in their jobs and providing incentives to achieve goals. It’s also about understanding what makes employees tick. In addition, HR marketing can involve creating a work-life balance that meets employer brand promises.

Why HR Marketing?

If you work in human resources, you know that competition to attract top talent is fierce. With a global labor shortage and an increasing number of companies competing for skilled workers, HR marketing has become an essential tool to help recruit and retain the best possible team.

Unlike traditional marketing aimed at external customers, HR marketing is used to build relationships with potential and existing employees. HR marketing isn’t just about communicating about your company, it’s about creating a memorable experience for job seekers – one that will make them want to join your organization.

In addition, workers today do not accept the traditional employer-employee relationship. They want more than a job: they want flexibility, work-life balance, and an employer who understands the needs of their employees. As an employer, this means stepping up and marketing yourself as a great place to work.

Mind you, HR marketing is more than bullshit

  • Remember that HR marketing isn’t just about offering great benefits and salaries. It’s also about understanding how employee behavior is changing and adapting to meet their needs. Take the time to understand your market and make sure your message resonates with it. Your efforts can help recruit top talent and create an environment of commitment and loyalty in your organization.
  • Moreover, marketing is more than advertising. Take a few minutes to reminisce about your last vacation. Would you go back if possible? If so, it’s certainly not because of their website or pretty pictures on social media. No, your experience was great! You had a great time and that’s what makes you tick! Advertising is attractive, but it’s not what keeps you coming back. The heart of HR marketing is the same. It’s the employee experience that keeps people with you.
  • It’s important to be authentic in your HR marketing. Don’t sell a fantasy or an unrealistic version of what you have to offer, as this will only lead to disappointment. Instead, make sure to highlight the true value and benefits of working for your organization and make sure employees understand exactly what they can expect from their experience with you. When employees have realistic expectations, they will be more likely to work longer and contribute positively to the company’s success. Remember: don’t sell hot air, make sure you can back up your promises with action.
  • Social media is an important part of your HR marketing strategy. Candidates pay attention to what they see on social media, and this can quickly become the lens through which they view your organization. Pay attention to how you present yourself online and make sure the content you share reflects positively on your business reputation.
  • When it comes to HR marketing, don’t forget the people your organization already employs. To keep existing employees engaged and motivated, reward them for their work, recognize their achievements and provide them with opportunities for development. Show that you value both their past contributions and the potential they bring to the company’s future. Not only should you offer competitive wages and benefits, but you should also provide opportunities for employees to develop their skills and grow professionally. This will enable your organization to retain its best talent, prevent them from becoming disillusioned, and continue to attract them from outside. Because the biggest thing that is often overlooked in HR marketing is the employee experience.

What attracts young workers today?

Young people today look for more than salary when choosing an employer. They want to be part of something bigger, something that aligns with their values ​​and has a positive impact on their lives. This means that they are attracted to organizations that offer a good work-life balance, interesting work, great teams and, above all, a company with a good reputation and a good image.

Specifically, how to build HR marketing?

  • Before creating your HR marketing, it’s important to think about the “why.” Why should people choose you over other employers? Ask yourself: what makes you unique and why would anyone want to work for you? Is it culture, career development opportunities, or something else? By understanding what sets you apart from your competitors, you can create a marketing strategy that focuses on aspects that will make your organization attractive to top talent. By highlighting what makes you unique, you can attract highly sought-after employees and create a competitive advantage for your business.
  • Developing inspirational leadership is key to improving employee retention and satisfaction. Leaders should strive to foster a culture of open communication, collaboration and trust. This means that managers must be accessible and willing to listen to their employees’ ideas and concerns. They must create an environment where employees feel valued, empowered and secure in their work. Also, they must be able to motivate their team with positivity and enthusiasm. Good leadership can increase performance, foster creativity and increase employee loyalty, all of which will contribute to the success of your organization.
  • If we look at the 7 main reasons why employees leave work, 5 of them are directly dependent on the manager or can be influenced by him. 7 reasons to leave:
  1. Gap between candidate expectations and reality
  2. The position does not suit the candidate
  3. Lack of supervisor support and feedback
  4. There is no opportunity to grow within the company
  5. He feels unrecognized and unappreciated
  6. Work-life balance and no excessive stress
  7. He no longer trusts leaders.
  • Tracking the “customer” experience is also important. Follow up with employees regularly and ask for honest feedback and insight on their experience. This will help identify areas for improvement to ensure the best possible employer-employee relationship. Also, create action plans based on this feedback that can be used to make changes quickly and effectively. Also ask employees what they expect from the organization to be successful and make sure these needs are met. By tracking the customer experience and responding accordingly, you can ensure employees feel appreciated and valued, which will lead to higher levels of engagement and a happier workforce.
  • Integrating new employees into the team is an important part of HR marketing. Creating a custom onboarding process that includes introducing the company and its culture, as well as providing resources to help them settle in and get the most out of their experience, can be very helpful. Additionally, having a sponsor/mentor in a program where new employees are paired with more experienced employees can make a huge difference in their success. These programs provide valuable opportunities for mentors to learn from their mentors, receive advice and feedback, and integrate into the team more quickly. In general, a well-structured recruitment process ensures that everyone has a good work experience.
  • Focusing on the quality of your premises is also important in HR marketing. This includes ensuring workplaces are clean and organized, and making sure technology and equipment are up-to-date. A well-maintained environment can go a long way in creating an attractive atmosphere for potential employees and making them more likely to engage in HR marketing activities.
  • Strengthening psychological safety in your workplace is important. Creating a culture of self-expression allows employees to feel comfortable discussing their ideas openly without fear of judgment or ridicule from co-workers. In addition, encouraging constructive feedback builds trust and respect between different teams, departments and management.

HR marketing = opportunity

HR marketing is an opportunity to do better than your competitors by thinking about what it means to take care of your employees. It’s time to move beyond the traditional employer-employee relationship and create an environment where employees feel respected and valued. This way, you can stand out from the crowd and show that you care about keeping your employees happy. Employee retention is important to every organization, and HR marketing can be a valuable tool for attracting and retaining top talent.

Leave a Reply

Your email address will not be published. Required fields are marked *