Original source:
Inside Out Recruiting, Recruiter.com
The job of the recruiting department today has become somewhat of a business generalist role. They are measured in terms of typical recruiting metrics, but they really have to be astute in every facet of the business. Marketing is one of those skill sets that a progressive recruiting department must add to their list of skill sets. You’re no longer just recruiting for the marketing department, but you are literally doing marketing for your company in order to attract and retain top talent.
Marketing you ask? Yes, you must become kings and queens of messaging as it relates to conveying your “employer brand”. This starts on the inside of your organization. It doesn’t do much good if your recruiters know that your company is an employer of choice but nobody on the inside of the organization knows that. Once you “market” your key messages inside of your organization, your employees begin speaking with that same vernacular and hopefully recruiting great candidates along the way.
Utilize tools such as an Intranet or Employee Benefit Portal to communicate these key messages about your company. That’s a start, but from there you should brand some of these key messages on things like trade-show giveaways, posters within your physical building, on your email tags, and certainly on the pages of your career site on your company’s external website. The important thing here is to make it a whole-company effort: every touch point between your company and the outside world is a potential recruiting opportunity.
Tagged as:
brand ambassadors,
employee ambassadors,
employer branding,
recruiting
This post is a continuation of my series on “How to Make Employees Social Media Ambassadors“. See further down for related links on using employees as social media ambassadors and employee engagement.
The other day, I was sitting at a restaurant bar (as I’m prone to do) and started a conversation with someone — yes, I know, I make for a captivating dinner companion — on how employees are a company’s most under-utilized asset for communicating its brand. However, as my fellow bar person pointed out, how do you have employees represent your brand if they don’t even know what it is … if they even care? So yes, before you can use your employees as brand ambassadors, you might want to not only make sure that they understand your brand, but that they actually embrace and support it — the values for which your brand stands and the services and solutions you provide.
So how do you launch a social media brand ambassador program if your ambassadors don’t know the brand?
Obviously, you don’t.
Whether or not you’re looking to launch a social media ambassador program, the key to success for any company who wants employees represent its brand is that they MUST not only appreciate and understand its value, but be able to also communicate it. And in order for them to understand it, you must effectively internalize it to them. Seems kind of logical, doesn’t it? Of course it is, but it seems to be a one of those things that are either: 1) assumed or 2) not executed effectively. So how do you educate, so that your employees can effectively communicate?
Tagged as:
ambassadors,
brand ambassadors,
employee ambassadors,
Employee Engagement,
social media,
social media ambassadors
