How to make Talent's work visible and highlight the company's good practices
Posted: Wed Jan 22, 2025 5:53 am
1. Social Networks: The public face of good vibes
Social media is a powerful tool for making a company’s work environment and culture visible. Posting teambuilding events, celebrations of new hires, or moments of socializing in the office conveys the “good vibes” that exist within the company. In addition, it allows followers, including potential candidates, to see the more human side of the company. This visibility not only reflects the work environment, but also the values that guide the organization. This is attractive for those looking for an environment where collaboration and growth are encouraged.
In addition, sharing employee stories through interviews or testimonials allows the organization to be humanized. This type of content offers a deeper insight into the professional development of team members, their dj email database list experiences within the company, and how they have grown within it. These stories are key to enhancing the company's image as a place where talent is supported and individual effort is valued, thus attracting new candidates looking for a company where they can develop.
Involving employees in content creation is also key to making Talent’s work visible. Encouraging the team to be brand ambassadors on social media or collaborate in planning activities allows not only Talent’s initiatives to be highlighted, but also the participative culture and sense of belonging that characterizes the company. This approach strengthens each member’s connection to collective success and makes Talent’s work feel like a shared task for everyone.
At SEOCOM, we use platforms like Linkedin to promote job openings, new hires, teambuilding events and training, as well as to share special initiatives, such as participation in podcasts or industry events. On Instagram , we post tutorial reels on SEO or digital marketing tools, as well as highlighting the benefits offered by the company. On the website, employee testimonials and articles written by the entire team complement the brand presence, showing potential candidates and current employees what SEOCOM's culture is like from within.
Grow with us!
2. Internal communication based on constant feedback
Internal communication is essential for Talent to detect and respond to the real needs of the team. Establishing communication channels where employees can share their concerns and suggestions, whether through work environment surveys or anonymous feedback platforms, allows Talent to adapt its strategies to benefit general well-being.
We use Happyforce, a platform that facilitates the recognition of good practices among colleagues and allows employees to receive updates and proposals directly. In addition, Happyforce allows the daily mood of employees to be recorded anonymously, helping the talent team to detect possible moments of stress or discouragement in the team. This allows Talent to initiate support conversations completely anonymously, to help solve problems without invading the employee's privacy. This tool was implemented during the COVID-19 pandemic, when providing support without requiring direct communication in video calls or meetings was crucial, offering employees a safe channel to express how they were feeling.
It is important that feedback is not only requested, but acted upon and communicated transparently. Reporting on changes or improvements made based on this feedback demonstrates that employee opinion is valued. Internal reports or dashboards are also created that reflect progress and areas for improvement, so that everyone can see the impact of feedback on the organization. For example, in response to work overload detected in one department, Talent implemented an initiative to allocate work hours, which allows the workload of each team to be visualized and redistributed in a more balanced way.
3. Ask for opinions to improve processes
Asking for feedback from employees and candidates is a key strategy to make visible the work of Talent and its commitment to continuous improvement. During the selection process, for example, asking candidates about their experience not only allows for identifying opportunities for improvement, but also shows externally that Talent values transparency and strives to provide a positive experience from the first contact. This projects an image of Talent as a team that is attentive and responsive to the needs and expectations of those who join the company.
Social media is a powerful tool for making a company’s work environment and culture visible. Posting teambuilding events, celebrations of new hires, or moments of socializing in the office conveys the “good vibes” that exist within the company. In addition, it allows followers, including potential candidates, to see the more human side of the company. This visibility not only reflects the work environment, but also the values that guide the organization. This is attractive for those looking for an environment where collaboration and growth are encouraged.
In addition, sharing employee stories through interviews or testimonials allows the organization to be humanized. This type of content offers a deeper insight into the professional development of team members, their dj email database list experiences within the company, and how they have grown within it. These stories are key to enhancing the company's image as a place where talent is supported and individual effort is valued, thus attracting new candidates looking for a company where they can develop.
Involving employees in content creation is also key to making Talent’s work visible. Encouraging the team to be brand ambassadors on social media or collaborate in planning activities allows not only Talent’s initiatives to be highlighted, but also the participative culture and sense of belonging that characterizes the company. This approach strengthens each member’s connection to collective success and makes Talent’s work feel like a shared task for everyone.
At SEOCOM, we use platforms like Linkedin to promote job openings, new hires, teambuilding events and training, as well as to share special initiatives, such as participation in podcasts or industry events. On Instagram , we post tutorial reels on SEO or digital marketing tools, as well as highlighting the benefits offered by the company. On the website, employee testimonials and articles written by the entire team complement the brand presence, showing potential candidates and current employees what SEOCOM's culture is like from within.
Grow with us!
2. Internal communication based on constant feedback
Internal communication is essential for Talent to detect and respond to the real needs of the team. Establishing communication channels where employees can share their concerns and suggestions, whether through work environment surveys or anonymous feedback platforms, allows Talent to adapt its strategies to benefit general well-being.
We use Happyforce, a platform that facilitates the recognition of good practices among colleagues and allows employees to receive updates and proposals directly. In addition, Happyforce allows the daily mood of employees to be recorded anonymously, helping the talent team to detect possible moments of stress or discouragement in the team. This allows Talent to initiate support conversations completely anonymously, to help solve problems without invading the employee's privacy. This tool was implemented during the COVID-19 pandemic, when providing support without requiring direct communication in video calls or meetings was crucial, offering employees a safe channel to express how they were feeling.
It is important that feedback is not only requested, but acted upon and communicated transparently. Reporting on changes or improvements made based on this feedback demonstrates that employee opinion is valued. Internal reports or dashboards are also created that reflect progress and areas for improvement, so that everyone can see the impact of feedback on the organization. For example, in response to work overload detected in one department, Talent implemented an initiative to allocate work hours, which allows the workload of each team to be visualized and redistributed in a more balanced way.
3. Ask for opinions to improve processes
Asking for feedback from employees and candidates is a key strategy to make visible the work of Talent and its commitment to continuous improvement. During the selection process, for example, asking candidates about their experience not only allows for identifying opportunities for improvement, but also shows externally that Talent values transparency and strives to provide a positive experience from the first contact. This projects an image of Talent as a team that is attentive and responsive to the needs and expectations of those who join the company.