How can you build a strong global employer brand with cross-departmental collaboration?

Ensure consistent messaging, collaborate on employer branding initiatives, involve employees in content creation, leverage diverse perspectives, and align with organizational values to build a strong global employer brand through cross-departmental collaboration.

A strong employer brand reflects the company's identity, values, culture, and the experiences it offers to its employees. Start with understanding the Current Employer Brand Perception by engaging in: 1. Internal Assessment: KarmaV facilitated surveys, focus groups, and interviews with employees to understand how they see the company as an employer. This includes identifying what they value most about working for the company and areas for improvement. 2. External Assessment: Analyze how potential candidates, industry peers, and the general public perceive the company. Social media, employer review sites like Glassdoor, and recruitment feedback can provide valuable insights. The next step is to define the Employer Value Proposition(EVP)

Create a strong, worldwide employer brand by working across departments in a synergistic way. Make sure that the messaging is in line, emphasize the variety of experiences that employees have, and carefully develop a consistent, favorable brand image across all aspects of the organization.

Having employees voices heard on what they would like the company brand to stand for. Use that to come up with a clear message on the company's core values, mission and culture that the employees and employer can stand firm and proud of.

Develop a global EVP that resonates with diverse talent and set up consistent branding globally. Understand different cultures and build your core values around them. Work on DEI, metrics, and feedback for continuous improvement.

Involving leadership in the development of a brand can be crucial. Including all functions across the journey encourages multi-level and multi-function collaboration leading to a happier and more productive workplace. We have known that experiential learning and social learning is the best way for humans to digest information. This is the same for brand reputation development. A good employee experience creates brand attraction and talent acquisition thereby leading to an effective brand makeup. This will provide diversity to the discussions on brand strategy and development long term.

The leadership team are usually the pillars for the business, hence it is important that their opinions are heard on brand strategy and how it can be aligned with the business' overarching goals.

Involving your leadership ensures alignment with the employment brand strategy from the start. It can also help HR achieve necessary buy-in to make an employment branding launch strategies, internal or external, successfully. Internal stakeholders can help reinforce the employment brand across various business units.

The marketing team is what helps propel the company brand and value outwards for the general public awareness. It is very important in getting the right message across the relevant channels. For a business perception is as important as action.

Partnering with your Marketing team is key in ensuring an effective strategy implementation and launch. Your marketing partners have expertise that can help create engaging content, capture ideas and put them into digestible information, and help keep you on schedule. They will also be able to provide important analytics and help analyze this information while identifying trends and feedback.

Share insights with the marketing team (target audience info, EVP, etc.) Ensure that people and marketing teams follow the brand guidelines in messaging and visuals. Let the marketing team use their expertise and enhance brand visibility. After all the essentials, you can go wild with joint campaigns, employee content/stories, incorporate brand ambassadors, etc.

HR are usually the front liners when it comes to reaching out to potential candidates and future employees. It is very important for them to carry the same values and branding as the company they are representing. This will go a long way in attracting the right kind of talent pool that matches the business in the long run.

Your colleagues and employees are really the most valuable asset to an organisation - especially when it comes to employer branding. Creating a great workplace fosters organic enthusiasm. Satisfied employees become authentic brand advocates, sharing positive experiences voluntarily. Their genuine endorsements carry more weight than scripted marketing. Prioritising workplace satisfaction enhances employee retention and generates a positive, authentic narrative that resonates globally. Harnessing the power of employee advocacy amplifies the employer brand organically, making it a compelling and credible story shared with pride across diverse networks and communities.

Your employment brand strategy should be inclusive of all team members across your organization. This means you must consider all job groups when defining the strategy and communicating the information. For example, you may have a large corporate headquarters and also several field locations. The employment brand still applies to both areas of your business. You likely have varying job categories across your business as well. Focus on capturing stories and examples from all areas of the organization.

Every department and employee is important in living the company brand. It should definitely be inclusive and not exclusive to any one department. This creates a healthy and cohesive work culture which promotes higher productivity and employee satisfaction.

In a former experience, I have seen outstanding results by setting up a monthly "Employer Branding Steering Committee", uniting internal & external communications teams, TA, and HR teams to align goals and craft compelling external content for candidates.

Advocating collaboration and getting buy in from 2 departments are crucial in my view - HR and Marketing. HR department will help in identifying top performers to further employee advocacy, get buy in from leaders, spread the message of EB across the organization and such. The Marketing department can help in integrating the EB efforts with corporate branding efforts. This will ensure candidates get a similar , positive brand experience like the customers do. The candidates will not feel like they are experiencing an entirely different brand. This is expecially true in the case of high visibility, high touch consumer brands.

Demonstrate teamwork and clarity in communication. Recognize and reward collective efforts and wins. You can also use training programs on practical collaboration skills if you see a need. Org goals should be aligned with individual goals, and feedback mechanisms should be in place.

Strong employer branding is the responsibility of every single individual, albeit varying in level of responsibility. Successful talent acquisition (and talent retention) are results of building an effective Employee Value Proposition, aligned shared values and communication of these values across the organization, and ensuring all interviewers and line managers are aware of the brand positioning. The leadership team play a prominent role given their visibility and just as culture is cascaded from the top, so is strong employer branding with collaboration and participation from all departments.

Employer branding is dynamic and so should always be interesting - it's never done. Regularly assess the effectiveness of your strategy, gather feedback, and be prepared to adapt to changing circumstances. This flexibility allows your brand to stay relevant and responsive to evolving employee expectations and market trends.