What was the first thought that came to mind when reading the title? Maybe a movie popped up in my head? Remember "The Wolf of Wall Street"? How was it that everyone dreamed of being on Belfort's team?
But is it so easy and simple to do all this?
Let's figure it out.
Phasing is the main principle in this case. Everything must be taken into account: from employment to dismissal. After all, it is mainly former or current employees who "help" to create this brand (reviews, responses, stories about management and salaries, etc.). People help create people. This is a fact.
So:
To begin with we need to understand the main issues:
• What is your goal?
• At what level is the company now?
• What does it strive for?
• What are the conditions for employees?
• What will be the motivation for your employees?
The answers to these questions will be the main drivers in creating a powerful brand for the company.
Pay maximum attention to your employees: work out a clear system of incentivisation, develop a system of advantages of working in your company, help each new employee on-board seamlessly, invest in your employees and develop them.
In other words; work with the internal brand and employee loyalty will help to build external brand which will serve to attract new top employees.
"Why?" you may ask. The answer lies in the following:
The main goal of building a strong HR brand is to attract qualified personnel to the company; both young talented guys and some grey-haired specialists with many years of experience.
Keep your door open, never be afraid to take feedback from your employees. The more you put faith them, the more they will put faith in you!