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RECRUITING 2.0: SUCCESSFUL HIRING WITH EMPLOYER BRANDING

Mandatory home offices, lockdowns etc, have given the digital transformation in Germany a boost and shifted the focus of many companies even further into the digital world. Remote working has been made possible across the board, and even those who have not yet considered an online store, blog or business Instagram account are doing so now at the latest. At the same time, the shortage of skilled workers in Germany is at a record high after two years of pandemic. Digital professionals are in demand like never before. 

BUT WHY ARE SO MANY DIGITAL POSITION STILL NOT FILLED?

Especially for the IT sector, but also for areas such as online marketing or e-commerce, talent and experts are desperately sought. The number of job postings for these professions is rising, and trained specialists are scarce. In addition, employees are increasingly willing to change jobs. Because applicants in the digital industry are spoiled for choice due to the high demand from companies and can choose their dream job from many options. And because the supply of well paid jobs is so high here, monetary incentives, lots of vacation days, or an obligatory fruit basket are no longer enough to keep skilled workers loyal to your company in the long term. Conversely, this means for you as an employer: if key digital positions are not filled in a timely manner, this leads to high costs, project stagnation and, in the worst case, delayed growth.

HOW CAN YOU COUNTERACT THIS DEVELOPMENT IN YOUR COMPANY IN THE LONG TERM?

With targeted measures to promote their image, in short: with employer branding. Companies apply classic marketing strategies, such as branding, to their (potential) employees. The goal is not only to make the recruiting process more successful, but also to increase the general job satisfaction of the employees already on the payroll. Because this way you not only increase the productivity of your company, but at best also reduce the fluctuation rate, which can minimize your recruiting costs in the longer term. In other words, if you want to stay up to date in the future and not miss out on the digital transformation, you have to become a successful employer brand. This also includes examining the corporate culture and the recruiting process from the ground up in order to be able to take the right measures in good time. Employer branding always works best when all the departments involved, such as HR, IT and marketing, work closely together. It also makes sense to question hierarchical structures, management styles and old communication and recruiting channels. Because the best place to recruit digital people is where they are right now. Namely, online.

Speaking of which, is your website and LinkedIn presence up to date yet?

Employer Branding: RELY ON THE RIGHT STRATEGY

 

Yes, acquiring digital natives or digital professionals is becoming increasingly difficult. There are various causes for this, the two most important of which are most likely generational shifts in values and the adoption of new communication methods and platforms. Interested employees can learn about the business culture, day-to-day working life, and internal problems in advance through social media and rating platforms. Any whitewashing on the part of the company, for example on the website or in the application process, is quickly exposed as window dressing and then has a doubly negative effect on your corporate image. In order for your company to become a successful corporate brand, it is imperative that every employer branding measure for your company is authentic and well founded. We at BrainTalents know from years of experience in recruiting and employer branding that you can best create this added value with a good strategy. with a good strategy. That is why we have summarized our expertise in this whitepaper. 

With it, we provide you with the tools you need to develop a sensible employer branding strategy – from analysis of the current situation to implementation.