YOUR GROWTH DEPENDS ON YOUR SPEED AND ABILITY TO RECRUIT ‘THE RIGHT PEOPLE’
Your growth depends on your speed and ability to hire ‘the right people’.
The next 5 years trend is the competition to build a methodical human resource system and apply the capabilities for Marketing and Branding for a new product – ‘Corporate environment – Employer brand’ in the new age.
These terms have rekindled and often appear in large corporations or startups that have reached out to regional and global scopes.
Now, the interest in employer branding is more concerned than ever.
Background:
– Future workforce (Gen Z) changes a lot in terms of physiology, decisions, behaviors, thoughts, and factors affecting dedication to a business. (Our customers always evolve and change)
– Gradually, businesses feel more deeply about abstract values such as … environment or corporate culture compared to 5-7 years ago when starting a business.
– Leaders see the business development strategy of other companies, other industries, and other successful contexts and want to apply them to themselves, but they have not really applied strongly, focused, and thoroughly due to … lack of people.
Methodical solutions and approaches when applying competitive positioning knowledge in the recruitment and labor environment.
How to start?
1. Start with a good product.
Just like in business, it’s impossible to design a strong communication or customer experience journey when we don’t know if our product is good enough or not?
And since it’s not good enough, the principle is that… any amount of money that goes into the funnel to attract attention will eventually disappear until the crowd is big enough to have a bad perception of the brand and spread the word that we are. is a brand that is not attractive enough, even … should be avoided.
This is even more obvious … when after many years, there are businesses that have had to re-brand their physical products, even change their name or sell themselves to giants because of the decrease in financial conditions and customers’ love. Similarly, when comparing that in the hiring and labor environment.
Learn more about the product…
Products here are not only understood as normal commercial transaction products, but more broadly, it includes other factors including the process of bringing products to customers (operating management capacity, manufacturing process, etc.), interaction, corporate culture, management capacity) but also the involvement of after-sales service.
An equivalent way of reference in the labor and recruitment environment, if you look at the product, Employer brand includes:
– Cultural environment
– Development roadmap
– Salary and benefits regime
– OT
– 13th-month salary
– Team building – Leadership & management style – Some mission that the business is solving.
– Procedure of operation
All of the above bullet points are considered a product in the journey of building an ‘Employer Brand’.
2. Market research and customer journey building, where the customers here are … employees.
Methods of market research in Marketing.
– Desk Research
– Interview 1-1
– Expert Interview
– Focus Group
… are all applied to measure the continuous change of internal personnel that Equitix Investing offers for evaluation, that is, the measure of the happiness index of personnel – Employee Happiness Index.
When we’re not measuring, we’re just… taking a selfie with what we’re conveying about a vision, culture and environment that we define as ‘good’ at the moment.
But just like external customers buying a physical product, they are not free to respond; neither do our employees, in fact, they don’t have enough scope, space and safety to respond that … BOSS, YOUR PRODUCTS HAVE MANY ERRORS!
That’s why we are also making a fundamental mistake in business and customers, which is that we are selling something that customers outside or inside cannot perceive, other than a few innocuous compliments, innocuous online, which only makes us … more distant and less ‘relevant – keep fit’ with the market, not only the normal market for goods and services but also the employment and recruitment market.
3. Build company structure and build a good human resources foundation before communication and recruitment.
When the touch points:
– Call for a preliminary interview
– Face-to-face interview
– Training integration
– Test for the first 2 weeks
– Follow up for 2 months of probation
– Assess and develop talent according to the roadmap
– Effective evaluation 6 months – 1 year
– Or inspire the vision or mission that the business is addressing
– Foundation core culture.
If these above issues, these above touch points are not handled well, we are wasting marketing, recruiting and distributing that information to find the right people.
If we ourselves, our company is not a business with a good employer brand product, how can we… grow?
4. When there is a good recruitment brand product, the rest depends on the marketing capacity and communication of this recruitment brand to match the declared competitive position in the labor market.
5. Allocating a financial budget and controlling it with specific KPIs for the human resources department to raise the goal of developing employer brand is one of the strategic goals if the management wants to grow their company. and develop strongly in the period from 1 to 10 after receiving investors’ capital.
Wow, it’s not like we’re building a methodical competitive positioning brand strategy for a business with a physical product, right?
If you consider the product we are selling as the above bullet points related to the employer brand, you will probably find that, if your company wants to be the one worth noting in the market…
Take employer branding seriously, seriously and properly.
YOUR GROWTH DEPENDS ON YOUR SPEED AND ABILITY TO RECRUIT ‘THE RIGHT PEOPLE’.
Not enough…
YOUR GROWTH DEPENDS ON HOW GOOD ENOUGH YOUR RECRUITMENT BRAND PRODUCTS ARE.