Do you want to acquire new talent? Do you want to implement a strategy to enhance the value of your company and be attractive to candidates? Would you like to know more about the employer brand concept for talent management? We help you to highlight the values and strengths of your company by working on your e-reputation.
The advent of the Internet and social networks has created new sources of information within companies. Indeed, the company is no longer the only communicator, it is now a whole network peripheral to the company that builds its image and identity. The message is no longer one-way. Employees, candidates, clients, suppliers, acquaintances, collaborators and even strangers, are likely to be actors of the company’s reputation through a new distribution channel: the Internet. The information that circulates, whether positive or negative, is the employer brand of a company. It is therefore essential to act and adapt so that you can control the candidate experience during the recruitment process.
Candidates’ objectives have changed in the job market: money and benefits are no longer always the priority, they are more looking for relationships (good relations with colleagues, superiors, a place where they are proud to work) and a brand image that suits them, so they are looking for an employer brand. According to Career builder research, “91% of candidates believe that the employer brand plays a key role in the decision to apply” and “33% of employees would categorically refuse a position in a company with a weakened employer brand“. Having a strong and positive employer brand will also help you to get more applications, attract top talent and also help you to keep your recruitment costs down.
Your employer brand's development
We help you to highlight the values, culture and organization of your company as an employer. To give your company an attractive image, we help you attract the best candidates and have an effective recruitment base.Â
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Definition and deployment of a communication strategy:
Image study, positioning study…
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Analysis of your HR e-reputation:
360° audit, quantitative analysis of your visibility, qualitative analysis of the contents and different channels (employees, former employees, candidates, competitors…)
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Creation of video content:
Institutional videos, video testimonials, micro-trotting, business videos, best practice videos, tutorials, advertising spots, company films, animated films, business videos, presentation videos, interviews, event reports
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Editing and creation of content:
Development of HR arguments, annual report, social report, CSR/Sustainable Development report, institutional brochure, business brochure, corporate books, recruitment advertising campaign…
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Support in community management:
Implementation of strategy and Web 2. 0, development of mobile applications, updating of your website…
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Event management:
Participation in student events, stands, forums, fairs, recruitment events, job dating. Setting up of collaborative workshops…
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Elaboration of recruitment campaigns:
Creation of campaigns in different formats (print, video, recruitment platform, social networks, visual identity, slogans, etc.)
Participation in the integration of your new employees
We help you to integrate your new employees as well as possible. Indeed, for their integration to be successful, the welcome sessions must be structured and optimized. We can help you to do just that. We can also produce your welcome materials and ensure the implementation of a fun and effective documentary base to facilitate the immersion of the new employee. On the other hand, training materials can be produced by our graphic designers. We help you to integrate your employees in the best way, so that their mission starts in the best conditions.
Internal communication at the service of your employer brand
Attracting new talent to your company also involves setting up effective internal communication. Indeed, there are 3 types of internal communication:
Top-down communication (management to employees)
This means making the company’s fundamental values known, reinforcing each person in his or her role in the company, sharing a vision and playing the role of federator, getting people to adhere to the company’s collective project, ensuring the renewal of an employee who leaves the company, making the common rules known, and above all reassure them about the company’s durability.
Upward communication (employees to management)
This consists in perceiving the social climate of the company, proposing suggestions for improvement, making known its concerns and aspirations, being aware of the market and the competition, transmitting its skills and know-how.
Transversal communication (between departments)
It means facilitating the sharing of experiences, encouraging interaction on a daily basis between all the employees of the different departments…
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We help you to obtain a common spirit of adhesion around the different projects of your company. This is based on effective communication within the company itself.
This means making the fundamental values of your company known, reinforcing each person in his or her role in the company, sharing a vision and playing the role of federator.
It also means facilitating the sharing of experience, encouraging daily interaction between all the employees of the different departments.
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Implementation of an internal communication strategy:
Analysis of the social climate and corporate values, change management support, implementation of internal conversation software…
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Editing and creation of content:
Internal newsletter, activity report, internal newsletter, welcome booklet, job descriptions, corporate vocabulary dictionary…
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Support for events:
Implementation of conventions, seminars, team building, internal events, theme days and weeks, contests and games, events for former employees of the company…
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Community management:
Animation of communities and internal social networks.
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Consulting in the implementation and sharing of information on your intranet.
There are three kinds of internal communication:
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Attracting: Before the application.
Spreading an attractive image of the company as an employer.
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Matching: During the application.
Finding the right candidate for the company culture.
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Involvement: During the job.
Retaining high-performing employees in the long term.
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Staying in touch: After the job.
Turning former employees into company ambassadors.