You might argue that recruitment is the responsibility of the HR department and retention depends on a number of aspects, including economic, cultural, and personal factors. But things are more complex than that. That’s because, if you look closely, you’ll see that all those aspects as well as the HR responsibilities are deeply intertwined with a company’s marketing.
Let’s dive deeper into that.
Why Marketing Is Important in Talent Recruitment and Retention
The reason why so many of you might have job function email list thought of sales and advertising with the hypothetical question in the introduction. Is that marketing has been closely aligned behind those goals since its very inception. Besides, many businesses measure their marketing effectiveness in how many products they sell or how many clients they engage.
However, believing that the branding initiatives created by the marketing department are solely focused on those metrics would be wrong. When you create a brand, you put forward a set of values and beliefs that follow an overall mission and vision. In a sense, your brand sells a way of seeing the world and of engaging with it. You then use those values and that vision to engage with potential customers and turn them into actual clients.
How Marketing Can Help
So, the marketing’s job is to help from how to evaluate it staff augmentation proposals its place: revamping employee-centric communications, highlighting values, fostering best practices for in-house messaging, and convincing all departments about the importance of branding for employees. Getting all of those right can be a tall order, but with a strategic plan in place, you can certainly achieve them.
Here are some suggestions:
- Adjust your communications to give some space to your employee-centric initiatives. Maybe you have a diversity program, have an in-house talent contest, or provide a unique perk. Whatever it is, make sure it’s visible, because all of it will humanize your brand while also showing that the company cares about its employees.
- Create marketing campaigns around your employees. We’re living in the age of stories, so you definitely have to leverage that. Using your happiest employees, you can showcase what working at your company looks like. They can share their stories, answer questions in a live streaming event, refer candidates, or do any other initiative you can think of.
- Get all departments to help with marketing. While the marketing department is in charge of everything marketing-related, all departments are responsible for building the brand’s image. That’s why the marketing department should cooperate with all areas, sharing data about initiatives, aligning the messaging all across the board, and even encouraging other departments to help with recruiting.
- Go beyond branding. While all the above is essential for any marketing department looking to improve a company’s recruitment gambling data and retention, it might not be enough. Changes in corporate culture and the working environment need input from others, especially the C-level executives.
Moving Forward
As you can see, marketing is more than just selling products and bringing in new customers. It can certainly help in building the brand that both potential and actual employees will perceive. That’s nothing to scoff at, because how people perceive you can make or break your recruitment and retention initiatives.