Employer branding and talent management

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We talked about employer branding in an article, and in that article we emphasized that we must adopt the right strategies for hiring capable and talented people, because the team that is going to manage our business will determine our success rate. Was.

Therefore, considering that this issue affects your future work and consequently the amount customer attraction, in this article we are going to talk about Employer branding and talent management.

We will explain some practical solutions to you dear ones, all of which will definitely have a significant impact on your success in attracting professional staff and thus increase your sales.

employer branding strategy

The most important Employer branding and talent management

Hiring an employee is an important part of an organization’s activities. If you have the best facilities in your organization, company, or school, but your staff is not able to work well and is at a low level in terms of scientific and practical knowledge, then all the costs you have spent to start a company or organization will certainly be wasted because The performance of your employees will determine how successful you are.

Therefore, with the help of employer branding strategy, provide the conditions for attracting excellent, specialized and professional personnel. The most important strategies are:

  • Define a list of goals and needs of the organization

Know the short-term and long-term needs of your organization or company and know what skills you need to meet those needs. We pursue specific goals in every business, and in order to achieve these goals, we must hire people who have a lot of expertise and knowledge in this field.

So the first step in employer branding is for us to compile a list of our company needs and business goals so that we can explain exactly what we need to applicants in defining a job opportunity.

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  • Define performance indicators

Determine the key performance indicator as well. A key performance indicator is a measure of our success in achieving an organization’s goals.

We need to consider a few things in order to be able to raise the key performance indicator for the recruitment of professionals. For example, setting goals and needs for the company and having a realistic view in order to achieve these goals are two very important factors in improving the performance index for hiring a capable workforce.

  • Set a detailed schedule for measuring people

From the time you place your job advertisement in various ways, people will certainly contact you. At this time you should take a recruitment test. In the first step, you need to have a detailed plan to assess the scientific and practical ability of the applicants. In this program, you must specify what factors of the applicants are important to you. For example, having a degree, work experience, education, age, and other factors are some of the things you should include in your assessment plan.

  • Design a virtual character for your purposes

Applicants will not be able to identify exactly who you are looking for unless you have a complete and accurate description of your employment situation. So design an ideal character for your goals, who is actually a fictional character to be able to explain the characteristics of your service and business and the goals of your organization well to employees, so that applicants can better describe your working conditions. Examine whether their abilities and skills match your circumstances.

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This will make it easier for you to find the right choice for your employer, without having to spend a lot of time and money because the applicants themselves will find out exactly what you need to do to apply for a job or quit. They will make the final decision. Eventually you will encounter a group of people whose scientific backgrounds as well as their abilities exactly match your requirements.

  • Description of the expectations of the employer and the employee

Certainly in an organization, success can be achieved when there is a reciprocal relationship between the employer and the employee in terms of meeting expectations and needs. In listing advertisements, in addition to mentioning your credits, you should also state the value offered by the employer so that employees know what value you have for your employees and what benefits you are going to give them.

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Then you need to design a recruitment test. Once you have a list of applicants and select people from this list whose conditions are very close to your needs and requirements, you should take the recruitment test. The recruitment test is actually a re-screening so that you can select the most talented, professional and capable people from the same people you listed.

  • Define the time interval for force replacement

Maybe you want to hire a new force to fire the old ones and replace them with new ones. In this case, you should consider a time frame to replace the new forces. When a force is fired, it will definitely inflict a significant loss on you, which includes between 30 and 40% of your annual profit.

Therefore, consider a time interval between the recruitment of new staff and the dismissal of previous staff so that there is an immediate adjustment and relocation of staff and no disruption to your working conditions.

In this article, we talked about Employer branding and talent management. However, we think that we can still use your experience to produce a better and more comprehensive article.
Share your experiences with us.

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  1. xmc says

    I like the tips on your website. I absolutely agree with your opinion here and I feel that you are on the right track.

  2. frui says

    very good about Employer branding and talent management

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