Proper realisation is worthless without proper introduction!

Why do employer branding and personnel marketing projects often fail to meet expectations?
The problem, in most cases, is not a question of money, but improper execution. The final project step – the all-important roll-out within the company – is all too often forgotten or overlooked. For employer branding and HR-related projects to be successful, companies need to ensure that their employees are willing to accept new ideas and applications. Without acceptance, the best-laid plans are sure to fail. In a way, it’s like buying a flash new car without the steering wheel. Incomplete!

Employees are the key component of every HR project’s roll-out phase. Acceptance and motivation stand as the two critical factors of success, especially when considering that HR departments of international corporations are often structured locally. As a rule, personnel marketing is responsible for the employer brand while also controlling company-wide HR measures and determining HR marketing activities. In the end, however, it is the local HR units that turn theory into practice – taking ideas and applying them to real business situations.

The co-operation between these units is usually characterised by differences in levels of expertise, varying opinions regarding the definition of activities, and discussions concerning adherence to CI and CD guidelines. Even amongst the individual units and departments, one finds variations in the standards of knowledge as well as manifold experiences, preferences and methods of operation.

Getting everybody into the same boat - thanks to our needs-oriented software solution!
Our personnel marketing toolbox “BeeComplete®” offers clear, precise overviews and assists in planning and organisation tasks while also providing all parties with a common platform for exchanging information on the means, measures and marketing activities available. Planning, organisation, performance, exchange and evaluation of activities, all in one!