HelloFresh is a worldwide meal package supply firm that operates in 18 international locations. This offers them a singular problem concerning expertise acquisition: they should discover native expertise with area of interest abilities to help their complicated distribution and logistics.
This text explores how HelloFresh has solved this problem by upskilling its expertise engagement crew. We’ll additionally share 5 actionable ideas from Carolina Guillen, Head of World Expertise Advertising and Engagement at HelloFresh, on partaking your expertise crew in employer branding.
The Expertise Problem of World Logistics
HelloFresh is headquartered in Berlin and New York however operates in eighteen international locations worldwide. The core enterprise mannequin of delivering meal kits differs from nation to nation. Nonetheless, the logistical drawback of storing, packaging, and delivery substances to reach contemporary at a buyer’s door in all these completely different markets creates a singular hiring problem for Guillen and her crew.
Completely different international locations have completely different rules governing meals security, storage, delivery, and many others. Because of this HelloFresh must fill roles domestically within the provide chain, success, and technical specialist areas to satisfy these necessities in every market.
“We frequently want to seek out native expertise that comes with a particular talent or certification,” says Guillen.
In brief, there’s a whole lot of work to be finished in expertise acquisition and expertise engagement. And that received Guillen pondering: might we have interaction this crew to activate our employer model?
How HelloFresh Upskills Their Expertise Engagement Crew
The expertise engagement crew at HelloFresh comes from a background in conventional sourcing and recruiting. Nonetheless, Guillen has began to upskill them with advertising and venture administration skillsets.
“Our important purpose is for them to ship 360 options for top-of-funnel wants,” she says. This implies they’re accountable for creating occasions, expertise group, and referral methods. They’re additionally concerned in creating methods for repute administration and social media advertising.
This method creates alignment between Guillen’s employer branding crew 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 in addition participates in creating methods for employer branding.
Furthermore, upskilling these staff into comb-shaped consultants with new talent units offers them extra flexibility to develop into the profession they need at HelloFresh.
Within the episode, we requested Guillen for some actionable ideas you should use to have interaction your recruitment crew in employer branding work.
Listed below are her 5 Concepts for Recruitment Crew Engagement:
- Create a content material technique with expertise acquisition in thoughts. Your expertise acquisition crew members can assist you construct items which might be aligned together with your employer model.
- Fall in love together with your candidate, not your model. Fall in love together 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 can enable you to doc your processes and make it simpler to duplicate them sooner or later.
To observe Carolina Guillen’s work on employer model, observe her on LinkedIn. For assist creating data-driven, actionable methods you should use to make actual change in your organization, discuss to us.