HR, Have You Heard? Marketing Has Something to Tell You

Raffa Financial ServicesRaffa Financial Services on 08/06/2020

If you were asked what HR’s job is, I’m sure you’d come up with a list of answers. Keeping the company in compliance, managing workplace risk, providing resources and support to employees, payroll, hiring top talent, maintaining a positive company culture… the list goes on and on. But the common thread through of all of it is the need to circulate critical information, connect and communicate with everyone within the company.

HR has the responsibility to communicate all this and more, but all too often, the tactics fail to get enough attention to be noticed. This is where HR can take some pointers from marketing. Because when it comes down to it, marketing is communication. And HR needs high quality communication to do their job well.

Think about it. How difficult is it to get an employee to read (and understand) their benefits package, or the employee handbook, or any other important information HR needs them to have? Difficult enough to be causing HR professionals some frustrating headaches for sure.

So how do you approach this problem? Following are some marketing tips HR can apply to their communication tactics to get and hold the attention they need.

Consider a newsletter

Spotlights: Use this to highlight work events that are coming up, give a shout-out to a team or employee who has gone above and beyond or completed a big project, and talk about things you want the entire company to know about. This could be an upcoming employee survey, a deadline for benefits enrollment, or a reminder about checking tax withholdings to help employees prepare for tax season.

Resources and benefits: Overview the perks you offer to employees such as opportunities for personal development and career coaching, company retreats, and PTO (paid time off). Keep these employee resources top of mind.

Objectives: Review company goals and how specific teams and departments can help reach them. Use it as an opportunity to highlight what teams are each doing to achieve the same overarching goal. This can help align departments and keep everyone focused and feeling the team spirit. Plus, if you give a shout-out to a team or an individual, you’re creating a culture of appreciation and recognition! Talk about a good employee retention strategy!

Collaboration: This also encourages different departments to see how they support each other, further bringing the community together. The more clarity there is about how teams work together and support each other, the higher functioning the company. And the less time HR spends on mitigating interdepartmental disputes.

 

Looking for talent? Try this.

Marketing helps guide people from being prospects to customers by meeting them at all the various points of contact they might have with your company. It’s marketing’s job to draw customers in with useful information, content offers, and guidance specifically targeted to where they are in their journey to becoming a customer.

HR can take the same approach with attracting the type of employees they want working for the company, sometimes even hitting two birds with one stone.

For instance, you can create a video highlighting your company values, perhaps interviewing an employee about their experience or covering a recent charitable event your company hosted or participated in. This type of content is not only one of the more successful examples of content marketing, but it could also help promote your company to prospective employees. People tend to want to buy from (and work for) a company that shares their values and makes them feel good.

HR can also take a page from marketing’s book by streamlining the process to apply for a job. In marketing, you want to make it as easy as possible for customers to interact with your company by providing social icons for sharing and having easy options for answering questions and contacting support. And likewise, in HR you want to make it as easy as possible for job seekers to apply to work for you. You can:

  • Keep the process down to five minutes or less
  • Offer useful information at different points of the application process to help applicants discover more about you and what to expect throughout the application process
  • Convey your company values and culture through the job description
  • Highlight the perks and benefits your company offers
  • Showcase the employee development and training services you offer

 

Building trust

When it comes down to it, HR has a lot on its plate. So make it easier by learning to communicate often, clearly, and with the employee (or prospective employee) in mind. The better you communicate, the more people feel they can trust you, and the easier it is to do your job. It also means you get your message across in a way that sticks.

As an HR professional, you work so hard to make other people’s jobs easier and to help provide useful information that will support and inform employees. We know how challenging it can be to find successful channels for communicating. So next time you’re looking for an effective way to provide that helpful information, think about how marketing would approach it and try using some of these tactics to help you. It’ll maximize the work you’ve done to provide support, and it’ll help them receive it.

 

 

We help clients identify organizational challenges, create big picture strategies, and put customized solutions in place. From tailored benefit programs to custom retirement plans to risk management services, we’ve got you covered.  

Photo by ammentorp

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