How Recruiting can help your Brand!

How about brand your company while hiring talent? I face recruiting as an excellent opportunity to communicate and interact with potential talents, but also with potential and present consumers. Therefore, it is a moment of great opportunity to improve, or create, brand awareness. As a (internal) recruiter you are also brand ambassador, someone that can communicate your company’s brand, or brands. Ah, do not forget that when bringing a third party in to handle the recruitment process, you are hiring not only recruiters but also “brand ambassadors”, and that can harm your brand if not carefully done. Honestly, I must say that too many were the times that while being contacted or contacting a HR department or a third party agency regarding a job ad, I came across with brand damage along the process. Why? Well, I believe that they do not understand what it is at stake, and besides recruiting people and dealing with talent needs, they are not invited nor trained to be official “brand ambassadors”.  In order to have the whole company motivated and aware of their brand duties, you need to create a culture of cross-section sharing and participation among the company. Being the bottom line here the need for a strong synergy between the corporate strategy and marketing department and the HR department. Obviously, I believe that you can extend this to the rest the departments in your company.

Recruiting people is key to a company, firstly because it deals with bringing talented people in and increase the company’s competitiveness. Secondly, because it creates a pool of talent to keep an eye on regarding future needs. And  thirdly, it allows to communicate formal and informally with people that are already interested in your company. Have you ever thought about how many people a recruiter interacts with while recruiting for your company? Yes, I know! A huge figure, isn’t it? And, how many job ads do they post advertising the company’s needs? Yes, I know, also a non negligible figure! Ah, and if you could use these “non negligible” opportunities to communicate not only your recruiting needs, but also your brand? Wasn’t it amazing! Oh, but you can use them!

I believe you can face this channel (recruiting and talent management) as a strong way of branding your company, and creating awareness and loyalty. Although a lot of aspects of your brand can be communicated, you must always be creative and unique while doing it. Brand is uniqueness, and as a brand ambassador you must communicate accordingly. Therefore, you should work closely with your marketing department to align your message with your company’s brand and marketing strategy. Team work the best the best way of bringing in positive synergies between departments and within a company.

Have you ever though about brand your company through your day-to-day routines of recruiting talent? No? How about give it a try? You will not regret!   Good Luck!



Meritocracy in a War-for-Talent World!

Although I am a huge fun of Networking and Social Interaction, I believe in a culture of meritocracy and people is rewarded regarding is effort and ethics. I know… I know,  Social Networking can not be reduced to traffic of influence and to jobs for friends. In my point of view, Social Networking is a powerful tool, and like I wrote for brainstorming in The Art Of Brainstorming In The 21st century!, it can work as a competitive advantage for those using it correctly. Nevertheless, in a moment of economic crisis and dead ends it is very common to assist to traffic of influences and the use of networking to find jobs for friends, and friends of friends.

Being honest here, I totally hate this awful downside of networking! I am totally for a meritocracy culture, and I believe that by having one a company can be more competitive and better prepared for the future. Merit is a factor that, regardless not being referred in text books or business schools, can work as a competitive advantage fro those using it. Why? Because it rewards creativity, innovation and efficiency, and at same time it is a strong support for talent management. Nowadays, and due to the amazing advancement of the technologies associated to the Internet and World Wide Web, social networking is more and more in use and sometimes in misuse! For instance, some people believe that because they have a big off and online network they can successfully sell a false profile in order to be hired as such. Networking is a powerful tool to source and manage talent, though, it must be used wisely and as a complement of meritocracy. The companies having a corporate culture based on meritocracy are a step ahead of those doing Friendocracy! Please do not fall for the Friendocracy trap!