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EMPLOYER BRANDING

Employer Branding and People & Culture Marketing

In today’s fast-paced hospitality world, attracting and keeping top talent is crucial for success. To create guest experiences that truly stand out, your team needs to feel inspired, valued, and connected to your mission. That’s where NOUWORK comes in.

Britta Matthesius Powerful Employer Branding

So, what is Employer Branding?

It’s how you position yourself as an employer of choice. It’s about telling the story of why your hotel is a great place to work, making sure your culture, values, and opportunities appeal to the right people. With a powerful employer branding strategy and targeted people & culture (HR) marketing, we help you attract motivated professionals who will deliver excellence with every guest interaction.

The result? Engaged employees who stay, grow, and elevate your brand, all while enhancing the guest experience at every touchpoint.

Here is what
we do

  • We evaluate your company’s key audiences and interactions with current and potential employees. By reviewing your storytelling, processes, and employee experiences, we pinpoint quick opportunities, strengths, and areas needing attention.

  • We collaborate to uncover what makes your employer brand distinctive, creating an Employer Value Proposition (EVP) that highlights your company’s unique position in the job market.

  • We define a clear employer branding strategy that aligns with your people & culture (HR) and business objectives, while setting measurable KPIs to track progress and success.

  • We develop customized actions for every employee and applicant touchpoint, ensuring that your messaging is both targeted and impactful, internally and externally.

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CONTACT

Let’s become champions of hospitality – get in touch!

Britta Matthesius
connect@nouwork.net
+41 78 966 64 32

Frequently Asked Questions

  • Yes — because it’s a practical tool for sustainable culture development from the inside out. It strengthens your employer appeal so you attract the kind of talent that will live and protect your service excellence. We focus on three levers:

    • Leadership: The future of employer branding starts with leaders. Studies consistently show that leadership is the strongest lever for the employee experience (employer experience).

    • Generational management: We strengthen collaboration across different age groups and cultures. The goal is a team that functions as one unit, despite differing expectations.

    • Visibility: We make what you already do well visible to the right candidates. This helps you get found deliberately, instead of having to search blindly.

    When employer branding is understood as strategic culture development, it reduces the cost of poor hires and safeguards guest quality through a stable, motivated team.

  • Yes. As long as pay is fair, attractiveness is decided by culture and leadership. An above-average salary can only mask day-to-day deficits for a short time. Once the financial appeal fades, talent will leave if the human and structural foundations aren’t strong.

    An excellent culture, by contrast, retains people long term.

  • Those are exactly the kind of businesses that benefit from a clear employer identity. Large city hotels can score points through location and brand. Smaller, rural or seasonal hotels often have different strengths. Many already live those advantages — they’re just rarely told.

    Employer branding makes them visible, while also naming the reality of seasonal work, shifts, and workload honestly.

  • An employer branding process can be huge, but it doesn’t have to be. We understand that in hospitality, guests come first. That’s why we adapt the process to your capacity:

    • Project mode: Depending on your size and needs, we support you intensively over several months to implement a holistic strategy.

    • Sparring option: A very effective alternative is to break the process into small, manageable steps. This ongoing sparring integrates smoothly into daily operations without burdening the business.

    Whether an intensive project or flexible sparring, a moment invested today saves time, money, and nerves with every recruitment round and every peak season.

  • Rather than relying on gut feeling, a few simple metrics help you track progress over several months. We define these during the process, and you then measure them. For example:

    • Time to hire: How long does it take to fill a role?

    • Quality of applications: How many are genuinely suitable?

    • Referral rate: How often do employees recommend the hotel to others?