This tool helps you identify the strengths and weaknesses of your employees. What is the point of the "compass"? It is divided into 8 parts: horizontally - this is the rational-emotional axis, vertically - active-passive. During the study, you identify a key archetype - a composite of different people with the same problems, and then lay it out in the "compass" segments. Then, conduct a survey among the staff to find out what percentage of your employees belong to each of the 8 segments. Ideally, you also add the percentage of marginality for each type of employee, that is, how much profit he brings to the company.
Next, once you have an idea of the employee archetypes, you south korea cell phone number list determine which segments you need to grow and what type of employee you need to attract. Then you begin cascading the offering that you will bring to market and communicate to the company's future employees.
Brand Pyramid
This is another tool that is used to form an HR brand.
HR Brand Building Tools in 2024 - Image 5
In order to build a pyramid, you can turn to specialists. However, as a business owner, you need to determine the points of parity and differentiation, the essence of the brand and the topic of disclosure.
Parity points are what you are the same in the market as your competitors and what is not your unique feature. For example, all banks are reliable, that is, the parity point for your bank is reliability. This is a feature worth talking about, but you should not bet on it. Therefore, it is important to determine the points of differentiation - what distinguishes you from others. For example, Tinkoff Bank is the only bank without a branch.
When you are forming an HR brand, it is important to clearly identify what differentiation points you will talk about, ideally there should be three. It is through them that you reflect the essence of the brand and attract applicants. And then move on to the topic of disclosure - determine through which elements you will talk about your brand. It is worth making the same layout for competitors to have an idea of those who are on the market with you.
Strategic canvas
It is compiled in the following way: the manager, HR manager and external recruiter define the parameters by which the company will be assessed on the chart. This includes employee qualifications, corporate culture, prestige, working conditions, innovation, career growth prospects and external HR branding. Each segment is assessed on a scale from 0 to 12. The strategic canvas can also be compiled for competitors to understand who you are in the market with. This tool will help you better understand how you can compete with other employers, how you differ from them and what you need to focus on when compiling an offer for applicants.