Employer-Branding
no Employer-Branding.

What really matters.

Dashes with benefits in a job ad are no employer branding. They are answers to questions that are not even asked. What experience will I be able to gain? Will I be appreciated as a person? Will my new job really fulfill me? Many companies talk too much about themselves, their achievements, their aspirations and their expectations. Good employer branding starts with your own employees and applicants and ends there.

No inside, no outside.

We always start with a reduction of your corporate culture. We need what remains in the pot, if you let it simmer a bit. Therefore we use a digital feedback tool, conduct interviews with employees at all levels of your company and bundle our findings from this. This analysis creates a solid basis for employee recruitment, because initiatives are an expression of a culture that is actually lived. False promises lead to disappointment and high early fluctuation. But we are not just looking at the gaps of today. What type of employee will you need tomorrow to achieve your business goals? Who are the top talents in your company that you would love to clone to achieve them? An employer brand comes from the inside. If the content does not deliver what the packaging promises, neither is any good.

Where we meet.

An employer brand and a corporate brand are two different things. And we don’t want to go to the mountains in flip-flops. It ain’t only the target groups that differ, but also the messages and the ideal communication channels. This is especially relevant for B2B brands in highly specialized industries without any contact to the consumer. Well-known B2C brands sometimes have an easier time of it. We do not accept this. Maybe you just haven’t found the way to your ideal candidate yet, because it is his way and not yours. Let us simply follow his path.

Employer-Branding
no Employer-Branding.

What really matters.

Dashes with benefits in a job ad are no employer branding. They are answers to questions that are not even asked. What experience will I be able to gain? Will I be appreciated as a person? Will my new job really fulfill me? Many companies talk too much about themselves, their achievements, their aspirations and their expectations. Good employer branding starts with your own employees and applicants and ends there.

No inside, no outside.

We always start with a reduction of your corporate culture. We need what remains in the pot, if you let it simmer a bit. Therefore we use a digital feedback tool, conduct interviews with employees at all levels of your company and bundle our findings from this. This analysis creates a solid basis for employee recruitment, because initiatives are an expression of a culture that is actually lived. False promises lead to disappointment and high early fluctuation. But we are not just looking at the gaps of today. What type of employee will you need tomorrow to achieve your business goals? Who are the top talents in your company that you would love to clone to achieve them? An employer brand comes from the inside. If the content does not deliver what the packaging promises, neither is any good.

Where we meet.

An employer brand and a corporate brand are two different things. And we don’t want to go to the mountains in flip-flops. It ain’t only the target groups that differ, but also the messages and the ideal communication channels. This is especially relevant for B2B brands in highly specialized industries without any contact to the consumer. Well-known B2C brands sometimes have an easier time of it. We do not accept this. Maybe you just haven’t found the way to your ideal candidate yet, because it is his way and not yours. Let us simply follow his path.

Our approach.

The lack of skilled labour is a damn big challenge. But we are convinced that we have found a way to sustainably inspire new employees for your company. We wish it would take magic hands to do this, but it is above all analyzing, planning and doing. Because one thing is clear: doing is beating speeches – also against the shortage of skilled labour.

Location determination

Understanding of previous goals and measures

Shaping the future means understanding the past. In the first step, we review which measures have led to the results achieved so far. This forms our basis.

Kick-off

Definition of the new objective

In the second step, we jointly define the new objectives and performance indicators. In this way we gain a common understanding of expectations.

Employee survey

Broad analysis of the employer brand

For the most comprehensive analysis of your employer brand, we first obtain strength feedback from all your employees by using an online tool. The survey takes no more than 10 minutes.

Employee interviews

In-depth analysis of the employer brand

But we also want to listen to the nuances and capture the atmosphere in your company. For this purpose we conduct personal interviews with selected employees. They complete the analysis.

Matching

Recognize the needs of the target group

In the next step, we change the perspective, identify target groups and form target group segments whose needs optimally match the strengths of your employer brand.

“Yeah, but” analysis

Recognition of target group objections

We analyze how these target groups have perceived your employer brand to date and what has held them back – completely independently of the sphere in which these obstacles lie.

Value proposition

Development of the employer value proposition

Now we can compare the expectations and fears of your target groups with the promises and strengths of your employer brand. This is how the Employer Value Proposition (EVP) is created, which we clearly prepare in form of a canvas.

Conception

Development of themes and messages

We identify topics that you credibly occupy and are relevant for the target group. We then place concrete messages in these topics based on the employer value proposition. In a target, you only hit the centre because there are the edges.

Planning

Channel planning and budgeting

We then select suitable communication channels and open up new points of contact and platforms – also with regard to an optimal allocation of your budget.

Realization

Management of all implementation units and specialists

As project managers, we manage the entire implementation process from campaign-conception to the setup of the required system landscapes and the final format adaptation.

Reporting

Evaluation of the results and optimization

We examine what has been achieved in terms of the objectives. For this purpose, we evaluate various data sources cyclically or enable you to do so continuously via a performance dashboard. In this way, potential for future optimization becomes visible.

Four keys to success.

In the following section we describe four exemplary use cases with which you can strengthen your employer brand in the long term. Not included are a polished company profile and a job advertisement with colourful pictures. These are at best small stones, but by no means the whole mosaic. We would be happy to explain how we approach this in detail in a personal meeting.

Keeping is cheaper than gaining.

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Keeping is cheaper than gaining.

To attract the talents outside by every trick in the book but to forget respectively ignore your existing team inside, who give their very best for the company every day, can make the whole system fall apart. What used to cause storms of enthusiasm among your employees may not even be noticed today. The change is not just hanging around outside. Stay tuned. And invest in a common “Why”. This can be a huge success factor. A blunt “what” has served its time as a cheap motivating force in which you do not have to invest anything. If all employees proudly represent the company to the outside world, you have the best influencers in the world. And we think your company / brand / logo looks perfect in their personal Insta stories than expensively staged on your career website.

Nothing lasts forever.

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Nothing lasts forever.

You have invested so much in your apprentice. Energy, heart and yes also money. You’ve given him or her everything he or she needs for the whole wide world. And that’s where he or she is about to leave. It’s understandable to be disappointed. But not beneficial. We all go through phases of life that create new dreams and let old needs slip away. Perhaps now is the best time to bring your proud daddy back home to you. The time spent together makes so many things easier. Apart from that, the new, old employee brings experiences from outside into the company. Keep an eye on your alumni. And why not invite them to a family celebration or start a day-care centre in order to show him or her that your company really cares about their people by solving real problems.

The art of combat.

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The art of combat.

Some online employer ratings are hefty. “It’s not like anybody up there is talking to us.” One way or another, frustration reads like this. And whether justified or not: The fact that the employer simply doesn’t give an answer in 99% of cases confirms the criticism somehow. But one can only wish for public criticism. It offers the chance to demonstrate authenticity, openness to critical examination of one’s own qualities as an employer and communication at eye level for everyone to see. In Japan we know this as Aikidō: The redirection of the energy of attack.

The forgotten target group.

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The forgotten target group.

New Work, Generation Y, Generation Z. Companies are stretching themselves enormously to meet all these challenges – and often bring themselves to the limit of what is possible, but still not to the limit of what is necessary. Meanwhile, the Bundesbank recommends raising the retirement age to 69. You can stand by it no matter what you want. But it is hard to believe that hardly anyone has the target group of over 55 on their list. It’s like climbing up a shaky ladder meters high to harvest an apple that’s right in front of you on a green lawn. To tap the potential, mutual recognition is needed between the generations. This is possible if the company becomes a platform for mutual learning. When will your company offer the entrepreneurially advantageous interactions of a multi-generational house?

Why we are your employer branding agency.

We’ll tell you what’s going on.

We don’t like looking through the filters of an agency briefing. We like to snap with those we want to win over new colleagues. Tap primary sources, as we call it. And we have an unfair advantage: We are outside the circle, we are carefree, we ask strange questions and can thus uncover blind spots. We’d be happy to use that for you.

We’ll bring something.

We’re not advertisers. We are first and foremost people with a solid understanding of values and high empathic abilities. We have marketing know-how, coaching training and leadership experiencse. But we also speak programming languages, develop APIs and UX designs, analyze data – and like to bring it all together and look at the one in a holistic context.

We’re drilling the thick plank.

Mecklenburg-Vorpommern is a wonderful place to live. But we also know that there are reasons why it is difficult to keep qualified specialists and the next generation here or to motivate them to return home. We are convinced that this can be successful. This is what we are fighting for.

Full contact.

Adress

marketers/nomarketers
OZ-Medienhaus Rostock
Richard-Wagner-Str. 1a
18055 Rostock

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