How to combine two departments — marketing and HR to get a win-win result?
To create a powerful brand both in terms of interaction with the client and with the employee, the company should combine the forces and resources of two departments - marketing and HR. How to make effective cooperation of various specialists and get a win-win result?
Communication
The marketing department is conventionally working to increase sales, while HR is looking for the best talent to build strong teams that will then lead the company to success. The ultimate goal of both departments is the same, although the tools are different. So that specialists do not live in different worlds, it is necessary to form a single communication platform, at least at the level of department heads. Do not forget that any customer can become your employee and vice versa, so information from two lines of work can be useful for both departments.
Employer brand
When an employee is looking for information about an employer, he first of all visits public information from the media, forums or feedback platforms. This channel is partly handled by the marketing department, which also manages PR and external advertising channels that shape the company's image. To broadcast the corporate culture and attract the best candidates, it is better to involve a marketer, which will help reduce the costs of searching for candidates and form a stronger employer brand.
Marketing strategy for HR
Combining these efforts of the two departments, it is worth conducting joint brainstorming and applying marketing tactics in the search for candidates. A marketing approach will help to the greatest extent to become the strengths of the company and more interesting for candidates than competitors. Such a tactic will strengthen the recruiting team and help HR to strengthen the overall strategy of the company.
Advocacy of employees
Recruiters combine talented people into the main brand ambassadors. Your employees are often the driving force behind word of mouth, trusted by the best clients and candidates alike. Everything that the employee of the company says is perceived with greater trust by other people. And especially if it is said by a former employee. Experienced HR specialists "guide" an employee from the hiring process to dismissal, and if even a former employee leaves good reviews about the company, then both the client and such an employee will be confident in the brand's values.
Such simple steps clearly solve the actual business problems and accurately get sites for both teams of specialists. Try to use it as a potential for development and the result will not make you wait.
Viktoria Zhdaniuk