Back in management school, business enthusiasts, entrepreneurs and prospective managers learn about many branches – finance, human resources, marketing, sales and more. However, these terms are usually not exclusive of one another. Human resources and marketing, in particular, have more relevance together in the world today than ever before. In fact, marketing RH is one of the few divisions where brands don’t really mind spending a tad more. What is HR marketing? How relevantly does it work? In this post, we take a look at some of the aspects.
The basics
HR marketing can be best defined as a set of things, activities and steps adopted by a business for attracting and retaining the required talent. For example, if you own a promising startup and want to get the best talents for the managerial positions, you need to market the opportunities aptly, so that the right candidates show interest for each of the posts. It is also about marketing training programs for existing employees, so as to retain talent. The idea is pretty simple – use the regular concepts of marketing to human resources, with the intention of hiring and retaining people who matter.
Why spend on HR marketing?
Simply because you would want to have the best people working for your company. For executives and managers, the task is often a gigantic one, because attracting the top talents is just part of the job. It is also important to keep the roles engaging, so that talent can be retained. An important part of it is to find the best-skilled performers and help them stay and fit within the culture of the business, which can vary from one setup to another. Brands need to know and appreciate why people matter and offer people a reason to stay on, especially with the escalating marketplace competition in mind.
What does it involve?
HR marketing starts with considerable research, focus on creating programs and production and employer brand deployment. Companies specializing in HR marketing are also extremely involved in creating a mission, vision and setting values for the program, besides planning creativity workshops and training programs. HR marketing firms also guide their clients on communication, presentations for internal needs, as well as, assessments as per the goals.
Talent acquisition plan, contrary to what many business managers believe, isn’t the only point – it is important to retain talent and keep them happy within the culture and setup of the concerned business.
