If you want to convince a talent to work in your company, you should first create an attractive employer brand. To do this, you need to know what defines your company. What values are represented? What culture does your organization live? Once you have answered these questions, you should position yourself accordingly and communicate your company messages via your website, social media channels, newsletters and other company-owned channels.
The maintenance of well-known review portals for employers such as kununu or Glassdoor should also play a crucial role in employer branding. Lastly, your employees can make a real difference by sharing their personal experiences with the rest of the world. As so-called corporate influencers, they can, for example, provide insights into their everyday work and teamwork.
2. Contact us
Once you have found a talent that fits your job profile, you should start by making initial contact. However, it is crucial that you do not ignore the issue of data protection. The GDPR only allows you to use publicly accessible contact information or options – such as a public profile in a career network or a specialist portal. If you have made contact with a message, for example via LinkedIn, and received a telephone number or email address, you must inform the talent about the processing of this data and obtain their consent.
The candidate must have the option to view, change or delete his or her data at any time. In short: The GDPR and its stumbling blocks mean that headhunters are increasingly being used for poaching purposes – because they often have significantly more scope for cold calling thanks to their large network and professional tools. However, if you are firmly in the saddle when it comes to data protection and decide to contact us directly, be sure to act in a polite but politely reserved manner. Under no circumstances should your counterpart feel pressured or harassed.
3. Attractive working conditions
