Employer branding is a concept that was born out of branding — a technique responsible for generating a good perception of the product or brand in customers.
In general, this new term is commonly associated with the selection process of candidates for job vacancies. However, the strategy must also be extended to retain these employees.
In this way, employer branding actions begin to work even in the initial phase of the selection process to attract and win over the best professionals and, subsequently, extend to keep this talent within the company.
In line with endomarketing, employer branding has even more interesting effects. In addition to efforts that comprise the selection team’s deep commitment to presenting the values, culture and advantages of being part of the team, the two aligned strategies also provide the company with a card up its sleeve: the employees themselves!
The more satisfied and motivated your employees are (from internal marketing actions), the more they will be engaged and will help sell the idea that your company is the best place to work. Want to know how to do this? Keep reading!
See how engagement is able to increase productivity
Do you know the old expression that says about “wearing the shirt”? In practice, that’s what engagement is. This action generates direct and indirect effects on the company’s productivity increase — which is also capable of increasing its profits exponentially.
An employee who wears your company’s shirt becomes your advocate, doesn’t change jobs easily, and still generates revenue. Understand how:
Create defenders of your company
Your marketing team will not always be there to protect your brand. When a message is not well understood by your interlocutors and causes any kind of noise or problem , know that an engaged employee becomes your voice — anytime and anywhere, whether to defend, clarify and/or praise.
Makes the professional committed
When someone is engaged in work, he hardly ever leaves his post. Generating engagement is not directly linked to salary or status , but rather with the objective of making people committed to the organization, based on valuing and motivating actions. In this way, it is certain that engaged employees will work better, will not harm the company and will always be available for emergency situations.
Generates significant savings
Every employer knows how costly it is to train and train employees. In addition, the selection processes themselves also take a considerable share of an organization’s budget and time. That’s why keeping employees engaged generates savings —because it’s easier (and cheaper) to keep an employee than having to deal with staff turnover and embezzlement.