If, when choosing between a candidate and a company, salary and technical skills are assumed to be the primary factors, then benefits can make all the difference in the final hiring decision.
For organizations that have not yet integrated this reality into their people strategy, the cost can be high – in lost talent for those who already have.
Recruitment no longer has borders, and the best candidates know it.
This reality demonstrates that we live in a global village where, more than nationality, companies seek the right profile for the job, regardless of where that profile comes from.
With the opening of borders in recruitment, a new universe of applications opens up.
But this raises a legitimate question: are foreign candidates aware of these opportunities? Are employers communicating effectively beyond national borders? More than that, are they positioning themselves well in the so-called war for talent?
What has changed in the war for talent: from salary to benefits.
Just a few years ago, remuneration and career progression were the aspects most valued by candidates.
This equation has changed.
Today, the factors that a growing number of candidates actively value when choosing an employer are:
This is exactly where the employer Branding: The Employer's Value Proposition.
Na Talent PortugalCandidates can search for companies not only by sector or type of organization, but also by the benefits each employer offers, a criterion that has become crucial in many application decisions.
Employer Branding: When HR and Marketing Unite
O employer Branding is increasingly seen as the discipline capable of uniting Human Resources and Marketing.
This convergence is not accidental; it is the natural response to a market in which companies compete for the same talent as their competitors, often on a global level.
For recruitment and marketing professionals, this implies reflecting on concrete questions:
- → Where can you find candidates in talent-scarce areas?
- → Can foreign candidates be an additional source of human resources?
- → How do you address the most sought-after skills in the market?
- → How should companies interact with universities, polytechnics, and student associations?
None of these questions has a single answer.
But they all have in common the need for a strategy of employer Deliberate branding, not improvised.
How to position your company to attract (and retain) talent.
Positioning a company in the war for talent requires three simultaneous actions: understanding the profile of the candidate you want to attract, communicating the value proposition clearly and in a segmented way, and ensuring that the benefits offered are consistent with what the market is looking for.
A Talent Portugal As a talent attraction community and meeting point between candidates, companies, and institutions, it contributes to this work by segmenting employer offerings, systematizing the benefits that organizations offer, and disseminating information about them. job fairs existing from north to south of the country.
In this war for talent, knowing how to attract it is essential.
Knowing how to retain customers is what defines successful organizations.
