After the Internal employer branding Social meia and blogs have made the roles of a client, journalist or employee interpenetrate. Today’s customer can become an employee tomorrow, and a current employee can start a blog and become an influential journalist. That is why it is so important to maintain both internal and external employer branding at the appropriate level. Thanks to this, each group in contact with the marketing message will have a coherent image of the company. More and more often, employees leave reviews for a company online while still working there.
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Positive ones will encourage customers, investors, as well as job candidates. Internal employer branding – the most common mistakes Specialists in building the company’s image as employers indicate the 5 most common mistakes in internal employer branding: Lack of photo editor openness to the nees of employees . How you deal with the people you employ resonates widely in the market. Listen to requests, feeback and comments from your employees – they are your best ambassadors. No action strategy. You cannot conduct employer branding activities base on random and one-off actions. All your actions must be include in a comprehensive strategy, the implementation of which will allow you to achieve your goals step by step.
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Benefits good meical care in a private clinic, holidays under a pear tree, financial allowances and Christmas packages, MultiSport card, employee discounts for specific services or products, etc. Benefits should correspond to for the nees of employees – only then will they be an effective method of building Bold Data a positive image of the company. The offer must be well thought out and properly structure. A wide range of benefits is not the best solution at all. Employees may perceive it as “eyewashing. Quality over quantity. Do you use the right motivation tools? We will take care of employer branding in your company.