如何融合人力资源和营销之间的伙伴关系

Behind every organization are the faces who work there. Employees are the heart of every business; their commitment makes the wheels turn. In order to maintain any workplace’s success and ultimately propel it toward new glory, the human resources department and the marketing department are key players.

These teams are responsible for being the face of the organization, both to potential consumers and to potential employees. Working in tandem to attract the right people to carry out the company’s work is essential to continued success.

Streamline

为了作为统一力量的努力,这两个部门必须清楚地了解最终单词,是否意味着某个人或几个人群。否则,决策可能会在员工之间反弹,以不必要的持续时间。没有明确的决策过程,工作可以重复或更差,完全忘了。

Also read:5 Marketing Trends that Are Shaping the Recruitment Industry

作为一种趋势,对能够越来越担心attract and maintain the right employeeswho will mesh well with organizational culture. Being streamlined about protocol and processes will help the company present neatly.

Beyond that, understanding exactly which qualities are most important in a new employee and what their needs are will help to be able to attract the right talent.

Branding

In order to appeal to potential employees, HR and Marketing absolutely must combine forces to develop anemployer brandthat is consistent with the organization’s overall brand. Otherwise, the company’s image is likely to be confusing to consumers and potential employees alike.

Management must agree that hiring the right people is a priority for the organization.Building brand loyaltyamong all players at all levels of an organization is first and foremost. After everyone is on the same page, the employer brand needs to be presented to the public in ways that make sense, utilizing all of the outlets that both teams have at their disposal.

Also read:How To Use Content Marketing As A Recruiting Tool

The more outlets (read: social media, in-house presentations, community events), the better. Projecting the company’s unified, authentic brand from both angles (consumer and employer) not only attracts interest from desired individuals in the general public, but lets the community as a whole know that the organization is present and active.

上诉

雇主品牌必须呼吁正确的受众,否则取得了很少的进展。挖掘情绪;为了让人们想要在某个地方工作,雇主品牌需要在更深层次的水平上与他们共鸣。期望需要清楚关于公司的一部分以及在特定的职位描述中所提供的内容。

Transparency is everything, especially for millennials. People want to know exactly what’s going on behind the scenes and which factors play into each decision making process. Inclusion is everything. Bring potential employees in for tours along with their interviews; show them as much of the company as possible (both literally and figuratively) during their visit(s).

Finally,允许在工作场所独立和灵活性as much as possible. People are most productive and stay happiest when they can dictate their own schedule and have time to take care of themselves as people as well as employees.

Also read:Using Recruitment Marketing to Attract the Perfect Hire

By paying attention to streamlining, branding, and appealing to the desired audience, marketing and human resources can form a tightly united front. People respond to anything that evokes an emotional response, beyond practicality. When they see for themselves during an interview or experience during a phone or electronic communication that the people on the other end work well together, are loyal, and uphold admirable values that translate to their work, they are more inclined to be drawn to work there.

Unity, transparency, and understanding human factors go miles in terms of employee satisfaction. Hopefully they will help to attract exactly the sort of talent that your organization is looking for.

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