Working to change people’s attitudes takes time. And influencing a company’s employer brand takes strategic insight and action. We base our work on the strategy model’s five steps.

From goal to action
First, we define the goal of your employer branding project together. Then we identify the critical target groups to understand their criteria and create the corresponding messages and concepts. To get it right, we also need to find or invent the right media and formats. Lastly, we ensure that budgets and deadlines are met through a detailed action plan.

To create an understanding of the efforts and budgets needed, it’s important to agree on goals; why we need to do what we need to do and where we want to go. What needs do we have for recruiting and developing new competencies in relation to the overall business plan? What’s the situation on the job market as regards these critical competencies? What will it take to move these people? These things and more need to be considered. To make the process as simple as possible, we agree on both purpose, primary and secondary goals in writing. This, of course, includes measuring the effect of our work.

To create effect, you need to know who to target and understand their priorities. This process takes knowledge about different job types, position levels, educational backgrounds, characters as well as age, gender and cultural differences.

Spend time on job and employee analysis
Target group understanding is a discipline in its own right. Employees are so much more than one segment. The task at hand is therefore to analyse and communicate in such a way as to hit a bull’s eye rather than the whole target.

Choosing a new job or deciding to hold on to the old one is a big decision. In most cases, an employee makes the decision based on attitude or knowledge about the company’s products, mission and vision as well as the professional standard and communality and the possibilities for making a good and fulfilling career. These company characteristics – also known as employer value propositions –  are central messages when working with attracting and retaining employees.

Communication carried by ideas
One of the cornerstones in core:workers’ work is to develop original concepts to carry messages about the company and the workplace.

To make the most of a good idea, it needs to be exposed through the right channels. And the vast supply of modern media provides great possibilities for mixing the right cocktail. core:workers works across the board, from printed ads to viral films, and typically create solutions within the areas printed and digital communication, management and network communication as well as PR and events.

All the way around
Our days are filled with job and image ads, magazines, fair stands, home pages, analyses, kick-off events, strategy presentations, lectures, seminars and lots more media.

A long-term plan is crucial when realising ideas. That way, you get the most out of your budget. It’s important to maintain an overview of advertising, activities and priorities through a professional management tool, which all interested parties may access quickly and easily. And in this connection, it’s a great advantage to integrate HR’s annual activity plan with the plan of action.