If there’s one trend that is picking up speed in today’s organizations, it’s the realization that keeping departments in separate silos isn’t the most efficient way to do things. Cross-departmental collaboration is helping companies tap into the skill sets of their talent in new and exciting ways. For example, consider how well HR and marketing work together. When you think about the fact that HR handles recruitment and, as part of that, is becoming more focused on managing the employer brand—hiring a marketer to join your HR team makes sense.
According to the Harvard Business Review, 40 percent of CEOs surveyed said they are relying on employer branding to secure their long-term hiring needs. And when it comes to branding, who better than a marketer to step in and take the lead?
Explore some of the reasons why your HR team could use a marketer:
HR is rooted in marketing principles. In a way, the HR department plays an integral role in shaping the company culture, from the way the employer brand is represented during the recruiting process, to the how employees perceive the company. As EmotiveBrand.comexplains, “The authenticity of the employer brand depends on HR and marketing working together to create an employee experience that is true to the brand.”
Marketers know how to nurture relationships online. The nature of marketing is such that marketers tend to be up on the latest technology tools and platforms to help build customer relationships, says Rajveer Gangwar on LinkedIn. Just as marketers use social media to engage customers, such tactics can—and should—be applied to recruitment and retention efforts. Having a marketing-minded HR team member can help you stay on the cutting-edge.
Employer reputation management will help with talent acquisition. In addition to putting forth a corporate image, it’s important to stay tuned to the conversation. According to a 2016 Glassdoor survey, 69 percent of people said they were likely to apply to a job if the company hiring manages its employer brand actively (e.g., responds to reviews, updates their profile, shares updates on the culture and work environment). Having a marketing person on your HR team can ensure that you are addressing employee reviews and other feedback appropriately and promptly.
A marketer can help maintain a consistent voice across all channels. Chances are, you already have a great team of marketers on staff who work hard to establish branded collateral, so shouldn’t HR benefit from that as well? Dell is just one of many organizations that realized an HR partnership with marketing was a win-win all around. Not only did the pairing allow for a more consistent employer brand identity, but having marketing step in allowed the HR pros to remain focused on the recruiting tasks that they did best.
In-house marketing can help HR improve employee morale. You don’t want to wait until your employees leave your organization before finding out what they really thought of the company. Keeping the lines of communication open and listening to the digital conversations(as marketers do) can provide valuable insight as to what drives and motivates your employees. In turn, you can determine which HR programs are working and if you should implement new ones.
Learn the data and analytics ropes from marketing. Today’s marketers have more data and insights to inform their decisions than ever before, and so does HR—if it can learn how to track and measure performance, that is. Bringing on a marketer to track relevant metrics can help HR improve employee engagement.
From recruitment to employee relations to retention, HR is more complex than ever before. If you have the opportunity to add someone to your HR team, consider someone who can think like a marketer and elevate your employer brand.
This post was first published on V3Broadsuite.