There is an increasing demand for HR to forge an alliance with marketing, as more companies realize the potential such a partnership holds in building a successful brand. If you’re looking to find common ground with marketing, you’ll discover that they also work to understand the psychology of people as well as what drives and influences them. Coming together is the perfect opportunity to merge your internal and external brand for a more holistic stakeholder experience.
Here are some (overlooked) strategies to consider building between the departments:
The essence of a strong brand is one that provides a consistent user experience aligned from the inside out. Achieving alignment requires HR and marketing to bridge the gap between the internal and external brand through your employees who represent everything the company does and stands for. This involves connecting your employees to the brand’s purpose, mission, and values as well as equipping them with the resources they need to deliver on the company’s promise to consumers.
Considering that 90% of customers trust recommendations from people they know above all other forms of marketing, your employees are an undervalued source of power into reaching untapped audiences. Together with marketing, create an employee advocacy program that will incentivize your team to promote the brand, share their employee experience, and rock their promotional products for brand recognition. Potential customers and hires will be more interested in your company when they see your employees engaged in the company’s product, services, and mission.
In the same way, marketing sets out to attract and engage new customers, HR can benefit from adopting a similar mindset with potential hires. By partnering with marketing to create recruitment campaigns, you can look to differentiate your brand and begin to build a pipeline of qualified talent. These campaigns can look like anything from attending events to creating content. The canvas is yours to paint here.
Once you've created a stellar recruitment campaign, you'll need a way to seamlessly onboard all of that talent. Take a look at how an HRIS, such as Humi, can make sure that those painful onboarding days are over.
Yes, Andrea is actually writing them every two months. Got questions about something in an email? No problem – reply to the email and she’ll get back to you.
We know that HR is evolving and you don’t need to be told the same advice you've been hearing for years.
A list of resources that we find useful. If a template or an article has helped us, it’s probably going to help you too.
Hey there 👋 my name is Andrea Bartlett.
I’m the Director of HR at Humi, and I’m obsessed with all things people and human resources. Throughout my time working in a range of industries, I’ve learned that one thing is clear: the world of work is changing and HR professionals are leading the charge.
I believe that businesses should know their people as well as they know their product. But people are complex, and the solutions aren’t always easy. That’s how Think with Humi will help.
Written by me, this newsletter is designed to give you insight into the relevant and raw people challenges, and give you the tools to enable you to continuously to shape the future of work.
Written by a people leader, for people leaders.