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Marketing and HR – Working Together

By Helen Stott of Marketing Doris

An often neglected or forgotten partnership in organisations is the one with Marketing and HR, and yet it can be extremely beneficial to the business, and here are three reasons why.

  1. Internal Marketing

    Good communication is key for all stakeholders in business, and that needs to include the employees.
    Keeping them informed of company news, significant contracts, new hires, vacancies, product or service developments, awards and upcoming events for example can be engaging, motivating, reassuring, and empowering. This in turn can help with the retention of employees within the business.

    A variation of the company branding could be used to distinguish it from the main business brand to have an identity of its own, this may be a different colour or a new tag line and include guidance on keeping the information internal to the business.

    The methods of the communication channel can vary from company to company, but could include bulletin boards in staff areas, newsletters (printed or electronic), an intranet (private company website) or round-up emails.

  2. Prospective Employee Marketing

    When reading articles or guidance on the recruitment process it invariably focusses on how the candidate should present and conduct themselves from application to interview.

    How the business presents themselves to future employees Is just as important, especially for organisations in competitive markets, and where attracting the best possible talent is the aim.

    Consider it like ‘a dating profile’ and present your business to make those candidates want to swipe the right way.
    Creating prospectus like materials about your business will support the recruitment process and be a precursor to onboarding if the candidate is successful, or indeed if they accept a job offer from you.

    A variation of the company branding could be used to distinguish it from the main business brand to have an identity of its own, this may be a different colour or a new tag line.

    Content can include details on the facilities, generic benefits, insights from employees, what to expect when the join, why they should consider your business as the next step in their career and any frequently asked questions.

    Choosing the medium on how to communicate will depend on your business, industry, and frequency of how often they are needed and could include Brochures (printed or electronic) or a guest link to a secure section on the company website.

  3. Onboarding of new Employees

    Start their career with your business well with an Onboarding programme.
    Materials could follow the same branding as the internal marketing or recruitment, or even have another variation in colour or tag line to represent the next stage in the process and tie the three stages together.

    Types of content could include company site maps, training materials, frequently asked questions, key people, what to expect in the first week(s) etc.

    Contact Helen Stott at Marketing Doris on 07903 727 750 or let us connect on LinkedIn