Most of you sit within talent acquisition and are focused on the candidate and the candidate experience. We have become amazing storytellers and have great new social channels and tools to amplify our message. But what happens once a candidate accepts the offer and joins on day one? The employer brand quickly becomes lost in a maze of communications around onboarding and other important internal messages from a variety of stakeholders.
So what’s the solution from the perspective of a employer brand practitioner?
Drive external employer
Culture and employee
You own and drive external employer brand, employee engagement, culture and employee communications.
Most of you sit within talent acquisition and are focused on the candidate and the candidate experience.
at the table
You sit at the table with the CHRO because attracting and retaining talent is at the top of his/her agenda and they ‘get’ what we offer. The next goal of our industry is to build and execute great EVPs from the inside out.
To drive the EVP from the inside out, you must actively partner with senior HR stakeholders (who are now your peers since you are sitting at the same table), including:
- HR strategy and operations teams: for the employee experience and to gain valuable data
- Learning and development: because they will need your expertise to work with leaders to make the EVP a reality across the organization
- Diversity and inclusion: because employee resource groups are a great way to evangelize your employer brand, within and outside the company
- Comp & benefits: to be sure the package is tied to what you are promising
- HR Business Partners: who are the eyes and ears of the workforce
- Oh, and Talent Acquisition
- Wouldn’t it be ideal if the employer brand function reported directly to the CHRO, as a way to keep culture at the forefront and to give you access to the funding you need?