Attract Talent And Increase The Level Of Employee Engagement

In the business world there are two clearly differentiated types of companies: those that are committed to attracting talent; and others who ignore doing it.

To attract talent, it is essential to have a good brand image or to have an appropriate employer branding strategy .

The Importance Of Attracting And Retaining Talent For Employee Engagement

To understand why it’s important to attract talent, keep in mind that employees need companies as much as companies need employees. In an increasingly changing labor market, companies are already competing to keep their workers. For this reason, creating an internal culture is essential. So that the workers feel part of the company, have pride of belonging and remain loyal to it in any circumstance. (both in good times and in times of crisis), it is of vital importance to maintain competitiveness.


Before implementing any type of strategy to attract the best professionals, it is necessary to know what starting point the company is at, regarding the management of professionals. In order to provide solutions to questions such as: “Why is it necessary to invest in talent?” “How to achieve employee engagement?” “What resources are necessary or what objectives to achieve with it?”. That is why the following ways are presented to ensure that a company is a clear claim for talent:

  1. Favor the adaptation process: When talent arrives at a company, it must be taken care of from the beginning. While the adaptation process lasts. An instructor that new hires have will be of vital importance to support them and guide them to take their first steps in the company. Integration into the team should be encouraged to make them feel part of it.
  2. Competitive salaries: Although there are different aspects that workers value as much as or equal to salary, an attractive remuneration that is adapted to the conditions and demands of the position can become a great claim. The possibility of offering social benefits, such as a childcare service, health insurance coverage or a transport service, represents an added value.
  3. Be flexible: Being able to reconcile work life with personal life is one of the things that employees value most. Standing out as a company that promotes flexibility at work encourages talent to knock on the door. In addition, it considerably improves the performance and motivation of the professionals who already work in the company. For example, by implementing flexible hours or telecommuting.
  4. Have training and allow career development: It is common to find workers who aspire to continue growing in their professional career. To both retain and attract this type of talent, it is crucial to have training programs. Programs that complete the knowledge and skills of workers. In this way, it is possible to maintain motivation and have professionals who are better qualified every day.
  5. Create a comfortable work environment: It is essential to have a healthy and respectful climate among workers, both to attract future candidates and to retain the commitment of employees and talent that the company already has.
  6. Boost leadership and trust: A leader is one who motivates and guides his employees. The fact that a company opts for this management model has a direct impact on maintaining a team that is communicative, committed and capable of coordination. Trust, transparency and sincerity will also be very important.
  7. Promote employee engagement:It is as interesting to attract talent as it is to retain it. Making people loyal by sharing with them the business strategy or investing in Corporate Social Responsibility policies is strategic and very effective.


The marketing departments of industrial and B2B service organizations are increasingly working side by side with HR departments to deploy all the artillery of marketing strategies and techniques to attract future employees. We spend half our lives attracting customers, why not apply what we know to attract employees? Pay attention because I am going to tell you about some B2B HR Marketing strategies that work.

   1. Definition of EPV Employer Value Proposition

The EVP is nothing more than the material or immaterial value that a b2b company is capable of offering to its current or future employees in a differential way . It is the answer to the question: why should you come to work at our organization? Almost nothing, right? It requires stopping to think for the time necessary to define very well what makes our organization different.

Attention in these issues, we must always be honest and realistic and not create expectations that we believe will not be covered by our real way of relating to employees.

     2. Benchmarking and Internal analysis

An analysis of the competition is necessary to observe what others are doing to recruit the best talent, while analyzing our personal SWOT as a company using also other methodologies to discover how we are unique as a company (tools to discover our competitive advantages as a brand employer).

3. Employer Brand Positioning

In the employer brand strategy we will carry out an analysis of:

  • Definition of Brand Vision : What we want our brand to become. Objectives.
  • Brand Identity Development : Set of associations that we hope our employer brand believes in future employees.
  • Value Proposal Development : Promises associated with real benefits of working with us
  • Brand positioning : Part of the identity of our employer brand that will ultimately be communicated in our marketing messages.

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