A new-age approach to promoting engagement is largely responsible for combining human resources and marketing. Today, HR employees need to understand things like employer branding, social media, employee engagement, and so on. This requires the full use of marketing resources and the application of cross-functional collaboration between the two departments.
The transfer of knowledge between the two is further fueled by IT interdependence and ensures success across departments. The fact that HR can call on internal marketers to raise awareness among job seekers is also an important asset.
Marketing recruiting services experts believe that an even deeper synergy between the two departments is needed to maximize critical processes. Your shared goals targeting two different audiences can foster a strong partnership between HR and marketing.
Customer – potential employees
In general, an organization’s values and culture are demonstrated through brand marketing. As they strive to attract customers, job seekers are also part of the public. Many organizations carry out a comprehensive marketing campaign to engage and engage the customer. You can maximize the same marketing channels to deliver a universal message to consumers, candidates, and employees.
If customers like your brand, they will likely combine your products and services and the values they reflect, making them an ideal cultural match. Not only is this important for employee engagement, but these candidates also become permanent employees and brand advocates.
By focusing on integrated marketing strategies that engage work-oriented individuals in your audience, you gain access to your network of friends, families, alumni, alumni, and followers. That way you reach a large pool of potential candidates on an unlikely platform.
Employees: full-time supporters of the brand
Socially active employees attract more candidates from their inner circle. According to the survey, employee-promoted content gets eight times more engagement and is shared than brand-promoted content.
This is likely because employees are seen as a source of authentic and fair representation for an organization. Therefore, any employee advocacy will benefit from your ability to attract and retain the best talent. With that in mind, employees can provide the extra boost needed to take content marketing campaigns to the next level.
Consumerized HR – The New Employee Experience
Organizations learn the importance of a universal brand that employees can identify with. Human resources and marketing must join forces to extend the brand strategy and apply it internally to consume human resources.
Build lasting relationships between employer and employee
Organizations deal with the work experience of former employees as well as current employees as they rework the work experience. This creates lasting relationships in the workplace that reflect meaningful and lasting customer loyalty.
HR teams must approach the consumer approach in the workplace with an essential goal in mind. While employee turnover is the norm, HR departments with positive work experience can benefit from existing employee networks. They also fill in the gaps identified with the departure of employees and prepare a better experience for new hires.
Marketing and Human Resources – Developing a Composite Team
Is it time to combine human resources and marketing? Large companies like Lincoln Financial Group have a single head of marketing and human resources. On the other hand, a lot needs to be fixed for marketing and HR to work well together. Your composite strengths can be invaluable when managing important assignments such as recruiting campaigns, talent acquisition pursuits, and shared goals for engaging people.
A symbiotic relationship between the two roles can also be beneficial for both. This can give organizations a competitive advantage not only in customer acquisition but also in talent acquisition.