Employer Branding services by India’s favourite Digital Agency

“H-U-M-A-N”

1. Holistic Approach: Understanding BRAND YOU: Understanding your Brand, organization and employees. This is a power packed process that begins with simple questionnaires from our end to understand your brand. We literally go through an orientation process with you and your team to get into the core of ‘what is BRAND You’. 

   If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe: Abraham Lincoln 

2. Understanding: We would then engage with few of your top employees to understand what makes them tick, their passion and how long have they been in your organization! Understanding and meeting the new joinees, what made them choose your brand. 

   Talent wins games, but teamwork and intelligence wins championships: Michael Jordan 

3. Metrics: KPI: Analytics: Advisory: At this crucial stage, we sit with your HR heads, your CHRO, etc to discuss and understand based on the KPIs of employees (in case your organization feels understanding these KPIs would be a crucial aspect to the employer branding exercise).
   Interpreting the data and analytics we have accumulated (at step 2 we would be giving your employees with your permission and approval a custom designed form for your organization, which they need to fill up) and compare that with the ideas, suggestions, goals your HR heads and team members have for your organization.
   This is where we start filling in the gaps, start building a power packed strategy to empower your brand presence online and across communication channels. If need be, we would love to even sit with your corporate communication and or marketing team too.
   Based on our corporate training and communication programs over the years across 8,000+ participants, we have learnt, interacted, understood working with C-suite executives across countries, industries, Human Resources team, learning and development team, focus on Employee Value Proposition (EVP), marketing and advertising with corporate communication team and of course, legal team, we have learned the following:– As an HR head of a reputable organization,  getting the wrong people to ‘opt out’ of submitting application is core as much as getting the right candidates to ‘opt in’.
   – It is crucial in terms of senior management’s time spent on interviews and meeting these prospective candidates.Has it ever happened to you or in your organization that you have asked one of your senior management professionals to meet with a prospective candidate and after the first five minutes of meeting itself the HR head or the business head has realised that this candidate is not even remotely what they had in mind? A complete disconnect may be at times?
   No recruiter wants to scan scores of applications that are irrelevant, rather, ensure that your return on your investment in the Employer Branding process is successful.
   Which is where, we come play a vital role.
   Understanding branding, human engagement, it’s buzz, mentions, sentiment analysis etc online and otherwise through our complete five step process enables us to do just that. 
4. Activation: At step four, we start with the Employer branding activation process. Let’s face it, (paraphrasing Peter Drucker) What gets measured, gets managed. Why? because, did you know, only 13% of companies say they measure the ROI of their Employer Branding activities, according to Universum’s 2020 Outlook Research: The Employer Brand Misalignment. This is where we bring together the steps one to three and build your strategy plan and get it geared up for implementation and rollout. We test it, we ensure to have room to make changes, amends to the process and then keep measuring for ROI in terms of changes in the quality of applications and hire process. 

   I have been constantly telling people to encourage people, to question the unquestioned and not to be ashamed to bring up new ideas, new processes to get things done: Ratan Tata 

5. Niche Customization: Measure, track, improve with consistency: Final Step FIVE: The entire process is completely custom designed, wherein we measure aspects as per the focus of your organisation but, the core would revolve around ensuring the following:
   “Building a process within your organisation that is both, cohesive and comprehensive support to your HR team and of course, to your existing and prospective employees”.
   Remember, your current employees are your greatest asset.
   We ensure our steps and strategies at Step 4, leverage that aspect of your employer branding process.•Ensure that the process created by us is something that the internal stakeholders (Talent acquisition and management team) easily understands and can be a part of.
   •Measure, track and improve the ROI across your Employee Value Proposition (EVP) consistently.
   •Enhance your organization’s digital medium to reflect how awesome as an organisation you really are to work with! 

   
   The future of any corporation is as good as the value system of the leaders and followers in the organization: N. R. Narayana Murthy 

Interested in engaging us for your Employer Branding activities, then reach us using this contact form or email us at:  socialmedia(at)techdivine.com or feel free to drop in a mail to our CEO Mr.Ananth V Email: ananthv(at)techdivine.com

(Quick profile update about our CEO: 16 Years of professional work experience with 8 years into Entrepreneurship winning 4 Global recognitions and awards and working, engaging and interacting with some of the most powerful brands, management leaders & executives across the globe. Our CEO Academic profile: PGCPM: IIM Indore, PGDJMC, Advanced NLP – Neuro Linguistic Programming, DAPR, DAA, B.Com & many other certifications)

or connect with him on LinkedIn and share your requirements for a custom designed employer branding service process strategy implementation, tracking and measurement for your esteemed organization.

Start with good people, lay out the rules, communicate with your employees, motivate them and reward them. If you do all those things effectively, you can’t miss: Lee Iacocca