In times of "war for talent" it is indispensable to position yourself as an attractive employer and thus to others Company to be one step ahead. What exactly needs to be done to attract the attention of talented people to your business?
Why is employer branding important at all?
In times of skill shortages and the "war for talent", attention can be drawn to the potential and current workforce by using your Company position as an attractive employer. The clearer you are aware of the strengths of your company and the needs of your target group, the clearer and more distinctive, conversely, in this target group, a picture of your company as an attractive employer.
This branding gives orientation to both your current and potential employees, strengthens trust, and enhances identification with your organization. The consequences are an improved image, increased applicant numbers and an intensified employee retention. This method provides you with tools for the design and management of your employer branding and for increasing employer tractability. It is particularly suitable for management, top management, personnel managers and human resource managers.
Successful Employer Branding: The beginning is the analysis
At the beginning of your employer branding is the analysis of your status quo: You have to find out where your company stands to develop your employer brand. This step is necessary in order to derive the concrete brand attributes and the employers' promise.
It is only at the end of the process that you will be taught how to communicate the employer brand and which instruments you use to anchor it in the company. And finally, the end is how you measure the success of your employer branding activities. Finally, you will learn how to deal with possible fall knits. All the necessary steps at a glance:
- to analyze the situation
- the employer's promise
- the employer brand
- the employer fire instrumentally implement
- the branding activities
Analyze your status quo
However, we have noticed over the course of time that employer branding is already frequent at the first point, the analysis failed. This is extremely important, because by successful employer branding, you differentiate yourself as an employer from your competitors and become the preferred starting point for your target group. But you can do this only if you know exactly where you stand.
The analysis of the situation is the basis of the employer branding. The framework conditions, which have an influence on the design of the employer's tract, are analyzed. This analysis gives you an idea of how you should position your employer brand. In order to be perceived as an attractive employer, it is necessary to analyze the employee target group in order to meet their needs, expectations and preferences.
To analyze the situation in 6 steps
By analyzing your company, you will find out which strengths you can put into the balance and which deficits are still to be balanced. This is the only way to derive the right further steps and measures.
You should first analyze the internal business environment. Gain insight into the following aspects by analyzing business and social reports as well as through interviews or workshops and keep your results in writing:
- Company figures Think about the big weather situation of your company and find the classic financial and business data. What is the shareholder structure? What is the current economic situation? How are market share and market position to be described? How have the number of employees and qualifications developed in the past? What is your company's history?
- Corporate vision, goals and strategy Analyze the company's future image by looking at the direction in which the company is to be developed and the specific strategies to achieve its objectives. What is the purpose of the company? Where do we want to be in ten years? What do we want to stand for? What specific goals can be used to describe this condition? What are the strategies for achieving the goals?
- Corporate Culture Get a picture of the basic values and models in your company. Are common models and values on the basis of which the employees align their actions? What are the characteristics of these models? Are they known in the company? How clear are they defined and communicated? What are the principles of business policy?
- Product spectrum Identify which products and services you offer to your customers. What products are they? What kind are they? How complex is the manufacturing process? How popular or innovative are the products?
- organization structure Investigate which structures and processes are prevalent in your company. What is the structure organization? How many hierarchical levels exist? What processes are defined? How are responsibilities and powers distributed? What is the degree of formalization? What ways is communicated in the company?
- Company external environment As employer attitudes are also influenced by external factors, you will then follow the analysis of the company-oriented environment. You can find information about this from the daily and economic media as well as from trend studies and development forecasts.
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