The #HRCommunity comes together once a month to unpack various Human Resources topics. This year, one thing top of mind for almost every HR professional and people leader around the world is talent retention, and preventing what many are calling The Great Resignation. When talent attraction and retention is done correctly, marketing and HR teams work together to develop cultures of inclusion, leverage the best channels to distribute that culture around the organization, and find the best ways to attract amazing new employees. That’s why we met with one of our favorite HCM vendors, GoCo, to talk about the important partnership between HR and marketing professionals — and the impact that can have on the business.
See the great ideas and thoughts your favorite HR influencers, leaders, and peers had on this topic!
But first….
This chat is sponsored by GoCo, an HR software solution that helps small and mid-sized businesses consolidate HR in one, easy-to-use solution.
What I love about GoCo is they have some incredible reviews — winning awards on G2.com like Easiest Admin, Best Customer Support, Easiest to Use, Easiest Setup, Best Results, and more.
Check out The State of HR in 2021 report, which shares the findings of GoCo’s latest research that surveyed hundreds of HR professionals to reflect on what’s changing in 2021, and what’s ahead for the future of work.
Check Out This Month’s Twitter Chat Highlights: The Partnership Between HR and Marketing
Q1. Does your HR team currently have a strong partnership with marketing at your company? What does that look like? #HRforAll pic.twitter.com/DUb3tetAym
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A1. I’ve always built a great relationship with my marketing team! I think that this is one of the best partnerships with in an organization #HRforAll
— Wendy Kelly PHR SHRM-CP (She/Her) (@WendyMSHRMPHR) September 14, 2021
A1. Marketing helps us shape employer brand/values for internal culture + for customers who are hiring. #HRforAll
— Joey V. Price (@joeyvpriceHR) September 14, 2021
Q2. What do HR professionals wish Marketing knew about HR? #HRforAll pic.twitter.com/tWPWNcJmGV
— Micole Garatti, MBA (@socialmicole) September 14, 2021
#HRForAll that we are working towards the same goal! Customers are potential employees, candidates are potential customers!
— Wendy Get Vaxed & Wear a Mask Dailey (@wyndall93) September 14, 2021
A2: Candidates are also customers! We should be practicing best in class b->c methodologies for our candidates. #HRforAll
— cory kapner (@ckapner123) September 14, 2021
Q3. HR and marketing can work together to support the organization in several ways. What benefits can marketing provide to HR? #HRforAll pic.twitter.com/AOWe4KYPaV
— Micole Garatti, MBA (@socialmicole) September 14, 2021
#HRForAll Consistent branding! We need to all be on the same page because our employer brand shouldn't be different from our consumer brand.
— Wendy Get Vaxed & Wear a Mask Dailey (@wyndall93) September 14, 2021
A3: They can help get employer branding messages out. Also now they can help with ways to keep folks motivated to stay & reduce some of the statistics of the great resignation. #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
A3: Resources, Resources, Resources, Bandwidth, Bandwidth, Bandwidth, Air Cover, Air Cover, Air Cover, #HRforAll
— cory kapner (@ckapner123) September 14, 2021
Q4. Similarly, what are the benefits marketing can see from working with HR professionals and leaders? #HRforAll pic.twitter.com/Sd0eiW6BTs
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A4: Well marketing gets people excited about the company & their products & services. Maybe HR can work with them to get their team excited about working for the company! I’m sure marketing teams want happy motivated employees. #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
A4: On the reverse side, marketing can learn about the pains of hiring and retaining talent. #talentmanagement #HRforAll
— cory kapner (@ckapner123) September 14, 2021
A little empathy can go a longggg way
Q5. What does a successful partnership between HR and marketing look like?#HRforAll pic.twitter.com/FWJiHRtNMI
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A5: Consistently positive employment engagement activities. Organic results like positive Glassdoor reviews & LinkedIn posts from employees about how great the company is! #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
A5. Proactive and regularly scheduled meetings around strategy, employee communications, any upcoming company news either team should know about, and more. Collaboration is key. #HRforAll
— Micole Garatti, MBA (@socialmicole) September 14, 2021
Q6. Unfortunately, HR is one of those fields that people love to hate. How can marketing help elevate HR leaders as thought leaders, corporate leaders, and sway public perception? #HRforAll pic.twitter.com/CaYZCtpbwt
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A6. As uncomfortable as this is, when I've received an award, a significant speaking engagement, etc, I've talked with our marketing team about promoting. And I've championed getting team achievements out there. It makes a difference for the company & the profession #HRforall
— Tracie Sponenberg (@traciespon) September 14, 2021
A6: Messaging. I personally don’t believe HR should be hated. Marketers can work with HR leaders on the great things we do in HR & help elevate that messaging. #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
A6: Inclusion. Marketing executives should push other leaders to invite HR to the big discussions! #HRforAll
— cory kapner (@ckapner123) September 14, 2021
Q7. How can HR and Marketing partner for internal employee communications? #HRforAll pic.twitter.com/anFOtjbSFt
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A7: Work together on creating events & employee engagement. HR will know the employees communication preferences & marketing will get the employees excited! #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
A7. There’s a number of things; however, for me it’s a communication a great communication strategy can go a long way, both for internal (employees) and external (potential EEs) customers. #HRforAll
— Wendy Kelly PHR SHRM-CP (She/Her) (@WendyMSHRMPHR) September 14, 2021
… use the best channels to get the desired reaction from employees. #HRforAll
— Micole Garatti, MBA (@socialmicole) September 14, 2021
Q8. People want to work for companies that have a strong and positive employer brand. How can HR partner with marketing to support talent attraction and recruiting? #HRforAll pic.twitter.com/mkqZu7DWiq
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A8. I have always learned a ton from departments all over the company – but none more so than marketing. You can have the best company culture in the world, but if no one knows about it, your TA efforts may be in vain. Marketing is critical here to partner with us #HRforall
— Tracie Sponenberg (@traciespon) September 14, 2021
A8: From personal experience as a long term job seeker. I found the companies with the best employer branding had the worst candidate experience. I rather see what current employees are saying organically. The best employer branding is happy employees!! #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
A8: Working with marketing on gathering employee data and using that information in recruiting. #HRforAll
— Dr. R. – The Workplace Evolutionist (@MarciaFRobinson) September 14, 2021
Q9. Onboarding is an important part of the employee experience. How can HR either partner with or learn from marketing to improve the onboarding experience? #HRforAll pic.twitter.com/8YAybn5dmT
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A9: Organization & managing expectations. With the offers I received. I always asked for a formal offer letter & onboarding checklist. I was surprised that many companies wouldn’t. Marketers could make it seem like they just won the lottery in the offer letter. #HRforAll
— Tim Gould (Them/They) HR (@TimBrianGould) September 14, 2021
We are actually moving away from the term "onboarding" and focusing more on integration. We are integrating people into our culture, practices, systems, teams, etc. And it doesn't have an end date. Integration is continuous. #HRforAll
— lisamsterling (@lisamsterling) September 14, 2021
A9. Onboarding doesn't have to be paperwork. It can also be a cultural and work emersion into the company. HR can tap into marketing to host some great new hire events and cultural emersion experiences. #HRforAll
— Micole Garatti, MBA (@socialmicole) September 14, 2021
Q10. Each profession has their own supportive technology. What could HR learn from Marketing about technology and process automation? #HRforAll pic.twitter.com/imHxB6CYV0
— Micole Garatti, MBA (@socialmicole) September 14, 2021
A10. Marketing technology does a great job at writing and distributing messages across a variety of channels. It also helps manages and track interactions. This could be super helpful for #HR and #Recruiting teams! #HRforAll
— Micole Garatti, MBA (@socialmicole) September 14, 2021
Huge thanks to our partner @GoCoio for sponsoring this incredible event and helping us learn about How HR and Marketing Can Work Together. #HRforAll pic.twitter.com/5q8Jr9H3f0
— Micole Garatti, MBA (@socialmicole) September 14, 2021
Thank you everyone for participating in today’s chat. We had a BLAST 🚀! See you next month on October 12th at 1pm EST! Save the date! #HRforAll pic.twitter.com/IQIHUKubtZ
— Micole Garatti, MBA (@socialmicole) September 14, 2021
#HRforAll Hosts
Cory Kapner
Cory is the Vice President of Global Sales for Recruitics – a recruitment marketing analytics and optimization platform. Over the past 8 years Cory has helped major Job Boards, Staffing firms and Fortune 100 companies with their talent acquisition and retention strategy. Cory brings a data driven, subject matter expert approach to all situations and has proven to be a strategic partner for clients in both, North America and Europe. His past experience includes Michael Page International, Indeed.com, and is a founding member of Recruitics. Learn more here and connect with Cory on Twitter at @ckapner123.
Micole Garatti
Micole is the Senior Customer Marketing Manager at Syndio, curator of The Most Inclusive HR Influencer List™, and host of the #HRforAll Twitter chat. She’s passionate about diversifying the voices of influence in HR and work tech, and is featured as a Marketing and HR expert in Inc., LinkedIn’s Talent Blog, Workology, SHRM, and more. Follow her on Twitter at @socialmicole.
Liz Orea
Please join us on October 12th from 1 to 2pm EDT to speak with Mila DeChamp on Toxic Feminism and Supporting Women at Work.
In the meantime, check out The State of HR in 2021 report, which shares the findings of GoCo’s latest research that surveyed hundreds of HR professionals to reflect on what’s changing in 2021, and what’s ahead for the future of work.
See you next month!