21 September 2010 14 Comments

Five Ways to Find the Perfect Employee for Your Corporate Brand

Author: yinkaolaito

Yinka Olaito is happy,excited and passionate Communications & Media specialist, Trainer and speaker. Yinka Olaito helps Profits and Non-profits with effective communication and positioning for premium service delivery and returns. Yinka Olaito also has special interest in Development Communication and has consulted for noted UN Agencies. Yinka Olaito is the CCO of Michael Sage Consulting(Communication/digital media), African Child Education Right Initiatives(NGO) and Content Director, Africa Development Talk( online Platform for discussion on Policy, Governance, development across Africa) and Africa Foundation for Young Media Professionals


Brands employeesEmployee brandingBranding Begins Before the Hire  When an employer seeks out the ideal employee for a corporate brand, the goal is based on the understanding that a brand is built from the inside out. The employees buy into the brand to the point of ownership; they completely buy into the brand and its identity. The first step toward that goal is finding that perfect employee who will be your brand one day. Following are five ways to find the perfect employee for your corporate brand.

1. Fire Them First :The traditional interview sets employers and potential employees up for failure because the basic skill set is not proven off the bat. So, reverse the process by “firing” the interviewee if he cannot perform a given task or two at the time of the interview. Example: For a full-service restaurant, set a bottle of wine before the applicant and request it be opened, or ask him to serve you the bill. If he cannot do either properly, he is not a preferred candidate.

2. Filter Through Preference: That perfect employee will so identify with the brand that he is already a consumer of the product. Use consumer surveys and marketing responses to narrow the pool of potential employees to those who love the brand already.

3. Consider the Apprentice: It’s a European trend and older than the first HR department – apprenticeship. Bringing in an apprentice to work alongside a tenured employee exposes both the applicant to the brand and the employer to the applicant’s engagement. Apprentices can be short-term contractors (think assistants), part-time employees or even interns.

4. Match Personalities: Play the matchmaker when it comes to personality types of both the brand and the potential employee. Does your brand appeal to a young, hip audience that enjoys hiking, extreme sports and other outdoor activities? If so, develop a recruiting effort that appeals to that demographic. Post job listings on appropriate online job boards and blogs, as well as print publications. The recruiting message is critical; in this case, make it punchy and fun.

5. Pump the Brand to Bring Them In: If the brand is strong enough, with a clear and confident identity, the perfect employee may find you instead of you finding him. Ensure your brand stands out communication your differentiators and using your own language to explain them, the idiosyncratic the better. Develop a brand that is dynamic and increases engagement in the creation of compelling brand stories.

 N.B.Louise Baker sent in this article from UK. Louise Baker writes about online degrees for Zen College Life. She has recently also wrote about the best schools online.

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