HelloFresh is a worldwide meal equipment supply firm that operates in 18 nations. This provides them a singular problem relating to expertise acquisition: they should discover native expertise with area of interest abilities to assist their complicated distribution and logistics.
This text explores how HelloFresh has solved this problem by upskilling its expertise engagement staff. We’ll additionally share 5 actionable suggestions from Carolina Guillen, Head of International Expertise Advertising and marketing and Engagement at HelloFresh, on partaking your expertise staff in employer branding.
The Expertise Problem of International Logistics
HelloFresh is headquartered in Berlin and New York however operates in eighteen nations worldwide. The core enterprise mannequin of delivering meal kits differs from nation to nation. Nonetheless, the logistical drawback of storing, packaging, and transport components to reach recent at a buyer’s door in all these totally different markets creates a singular hiring problem for Guillen and her staff.
Totally different nations have totally different laws governing meals security, storage, transport, and many others. Which means HelloFresh must fill roles regionally within the provide chain, achievement, and technical specialist areas to satisfy these necessities in every market.
“We regularly want to seek out native expertise that comes with a particular ability or certification,” says Guillen.
In brief, there’s numerous work to be carried out in expertise acquisition and expertise engagement. And that bought Guillen pondering: might we have interaction this staff to activate our employer model?
How HelloFresh Upskills Their Expertise Engagement Staff
The expertise engagement staff at HelloFresh comes from a background in conventional sourcing and recruiting. Nonetheless, Guillen has began to upskill them with advertising and marketing and mission administration skillsets.
“Our primary objective is for them to ship 360 options for top-of-funnel wants,” she says. This implies they’re chargeable for creating occasions, expertise neighborhood, and referral methods. They’re additionally concerned in creating methods for fame administration and social media advertising and marketing.
This method creates alignment between Guillen’s employer branding staff and the individuals who implement it all through the recruitment and hiring course of. Expertise acquisition has a say in what they’re being requested to do and likewise participates in creating methods for employer branding.
Furthermore, upskilling these staff into comb-shaped consultants with new ability units provides them extra flexibility to develop into the profession they need at HelloFresh.
Within the episode, we requested Guillen for some actionable suggestions you should utilize to have interaction your recruitment staff in employer branding work.
Listed here are her 5 Concepts for Recruitment Staff Engagement:
- Create a content material technique with expertise acquisition in thoughts. Your expertise acquisition staff members can assist you construct items which are aligned along with your employer model.
- Fall in love along with your candidate, not your model. Fall in love along with your viewers and construct content material that’s made only for them.
- Don’t be afraid to reuse content material. Guillen recommends rehashing and recycling your campaigns and the content material you create.
- Each good story wants a hero. “When you may inform a narrative that’s genuine and relatable, it actually resonates with folks,” says Guillen.
- Construct for scale by making “recipes.” This may aid you doc your processes and make it simpler to duplicate them sooner or later.
To comply with Carolina Guillen’s work on employer model, comply with her on LinkedIn. For assist creating data-driven, actionable methods you should utilize to make actual change in your organization, discuss to us.
