Brands' reputation are managed intensively in organizations to create a positive image with its customers and to differentiate their brand. But, what are the requirements to be hired as a good employer?

Employees are part of a group of collaborators that organizations should value greatly because they are dedicated individuals with talent who are ready to work, and keep a company going.

Being a good employer is not necessarily just offering superior salaries to the labor market without any additional economic benefits. Efficient employer brand management aims to work towards harmony between human talent and the marketing management process. It also needs an initiative with clear objectives in terms of skills to retain and attract talent to their company.

Manage the brand as an employer

Every now and then, people in the recruitment process who look for employees have been known for working in the design world as well. Selection processes can take up to many years. The initial step of the process starts within a single life, which is when the employer chooses his employees. Afterwards comes the conversion to double life, which is the aspirant who decides whether this will be his future job. Lastly, recruiters decide whether to invest in different sources that are more available such as social networks, among others.

From the point of view of employees, the reputation of the organization in which it is built is based on trust, admiration, and respect that belongs to the poor. Charles Fombrum (Co-founder of Reputation Institute) defines it as “the expectations that the person has in relation to the company and what it means is that the company has been successful in meeting their expectations. The better you are, the better your reputation will be. ”

Managing a brand as an element of attraction is a strategy to train the most talented, and used to differentiate in an entity that is more competitive.

One must ask, are there any of the elements that make a company a “good employer” or an “appetizing company”?

Organizational culture, directive capacity, clarity of objectives, communication and leadership styles, humanitarian management policies, livelihood activities, promotion of sustainable living styles, work-life and work-life balance, are some of the characteristics that identify companies that manage their brand as employers.

Evidently, managing a brand as an employer is not an astute relationship made up of only communication. It requires all action and sustainable behavior for a long time.