Attracting and retaining talent is one of the most important factors for any human resources department. Especially, if the selection of personnel is oriented towards the search for technological profiles with great knowledge in digital transformation.. In these cases, the work carried out by headhunters takes on special relevance. And not only from a functional point of view, but also from a branding perspective.
Turning a company into a benchmark employer is a whole process that can help us attract talent. Even in summer, a clearly complicated time for recruitment, do you want to know how to do it?
Technological profiles, those who value a prestigious brand the most
Being able to turn a company into a benchmark in the labor market is a laborious process, but it generates great benefits in commercial and professional terms. Nevertheless, the best companies are those that have the best professionals in their ranks..
Being an Employ Brand means being a company capable of creating a series of emotions and sensations for potential employees. Some of these values are closely related to the prestige of the brand, the image it conveys, its philosophy or its way of motivating employees. One of the best examples in this regard is Google, a giant that, far from becoming a tyrant with all its engineers, promotes their welfare and entertainment. Factors of this type are those that end up making life easier for any recruiter, since it will be the most qualified profiles that will knock on the door of the human resources department to ask for a job.
Employer branding, which is the strategic process by which companies build their brand image as an employer referent, is tremendously useful in today's market. The reason is related to the paradoxical situation that most headhunters in Spain find themselves in. On the one hand, there is a large number of unemployed people. On the other hand, more and more companies are competing to attract talent, which is in short supply. Employer branding thus becomes a particularly useful tool for any human resources department, especially if the search for personnel is focused on attracting technological profiles linked to Big Data, IOT or Cloud computing. These profiles are some of the most sought after, but also the easiest to retain if we motivate them and get them to internalize the corporate culture.
How to develop an employer branding strategy?
The selection of qualified candidates is no longer done by the traditional method, in which recruitment processes were unidirectional between company-candidate. Today, any HR consultancy or headhunting department is well aware that it is the candidates - especially the most qualified ones - who end up choosing the places where they work. Even job searches have undergone major changes, as it is becoming more and more common to find the right candidate for the right job. search for a job via cell phone.
Hence it is important to have a brand strategy that places us in a privileged position with respect to our competitors.. And for this, new technologies, marketing and social networks combined with traditional recruitment techniques are the best roadmap to become a reference company.
However, this brand strategy must always be oriented without losing sight of three fundamental factors:
- Being an employer branding means being able to attract talent and get the most experienced IT profiles to come to our door to apply to join the company.
- In addition to attracting the best candidates for our company's vacancies, we will need to be able to offer them a motivating career plan that will build their loyalty. In other words, the goal is to make them feel proud to be part of our company.
- Finally, it is essential that everything that is projected outwards is real. The prestige or image of a brand can collapse almost instantly thanks to the opinions of users and employees, who are the ones who know the business reality from the inside. That's why an employ brand must not only look attractive, it must really be attractive.
In short, digital transformation is changing even the way we relate to each other, and looking for a job is no exception. Therefore, it is important that human resources consultants and the main headhunters in Spain are aware of the need to transform their image in the face of the most talented applicants. If our letter of introduction as a company is effective, success is assured.