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#81 - Katharina Baehr | Head of Recruiting & Employer Branding Managerin @ Contabo GmbH
136 Plays4 months ago
Katharina, is Head of People & Culture Recruiting, Employer Branding Manager and lives the People Mindset People Experience (PX). She has been working as a manager and trainer in HR for just over 13 years and juggle a wide range of topics in parallel. Initially between personnel planning, management, interviews, training and recruiting, before moving deeper into recruiting, employer branding and looking at the experience in the people area. This path has always made me the main point of contact for people.
Shownotes
00:00 - Intro & Context
07:37 - Employer Branding definieren
09:17 - Authentizität der Arbeitgebermarke
10:42 - Employer Branding Strategie entwickeln
Links
Guest Linkedin: https://www.linkedin.com/in/katharina-baehr/
Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/
Thomas e-mail: [email protected]
pplwise: https://pplwise.com/
Recommended
Transcript
Introduction to Employer Branding in Cloud Hosting
00:00:00
Speaker
My dear guest, Katarina Baer, Head of People, Culture, Recruiting and Employer Branding, from Contabo. I think it's really important when we consume a good market. We have to employ a brand out of town, so we don't have to spend a lot of money on it. and on the name I would like to say that I would like to say that I would like to say that I am a product designer. That is the product brand and the employer brand is very good. But I would like to say that I am a product designer with an international cloud hosting provider. So I would like to say that I am a product designer with an employer Yeah, it's a server, it's a cloud hosting server that brand. is so busy. We will see that as an attractive and sexy market. But this is also in the energy branch. I think that when a product has to be delivered, I think that's the first thing that's going to happen. Then you can see the shoulder with Biden as a product brand, an employer brand, so I know for Schmeltz.
Challenges in Energy and Server Hosting Markets
00:01:07
Speaker
um been about festni but soonng weru but mesh this just to us south by well and imly by own spy sch spz vizor shafs we isn't yetka in in steps where welhi strategicti car are offbound and um we we I for are able to make sure that we are in a group, that we have three brands and that we are able to make sure is the G-portal, the server for Gamer Barreichstäld, then also Contabo Group, um with the normal cloud hosting, which is very wide. And we have the first hosting, the first session and the second one, and the first one, and the second one, and the second one, and the second one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, honor, it is also an honor for the gaming company. It is also an honor for the brand and the gamer world. And that's why we are very happy to be here with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you, with you.
Creating Personal Connections with Consumer Brands
00:02:16
Speaker
I have a similar idea with very good consumer brands and very personal. And what I like most about them is that they have a very common recording perspective. They have fans for their brand, for their product, and they have a lot of products.
00:02:40
Speaker
of t two taman This is a romantic brand, which is a consumer brand, which I think is And that that's it's And the consumer brand, which is also very good. And it's very intense. um the hinterst stack um We find this to be a good idea, as an employee of a brand new perspective. That's why I'm wondering, and I'm going to start with Mark Hutt. That's why I'm the only one who knows, but I'm not expecting an expectation from him.
00:03:21
Speaker
four For 100 years we a are in Arbytes for us. for found That's what I'm talking about today. And that's what we're talking about with people's mindsets. People's passion is not just transparent, but also in the company. It's not just about the house, it's about the house.
00:03:58
Speaker
And that is what the modern people are saying when they come to the Anglo-Kombus. They are often not and And we
Defining Value Proposition through Employer Branding
00:04:17
Speaker
are all the same. They are all the same. I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of Klaaterina is our speaker and has a podcast and blog, and we have such a diverse team of employer branding, and we have spoken with all of you, and we are very excited to see that with the you. employer brand, we will be able to define the value proposition for this, and we will be able to do it in a different way. So, that's why we are very excited about this.
00:04:59
Speaker
Today, we are going to talk about this product, which we will talk about in the next video. We will talk about the brand of the market, and then we will talk about the employer brand of the market. We will talk about it in the next video, which we will talk about in the next video. um em video might meet bitcoin bitcoinman hu there' too much but gangta a consumer brand so of pulemihamid in expectation management um one thus the meter by the d as fans to much better than andf fun and and it was and for phil fin as in the drum for learning about it to understand um attrition compf Then you can build trust and then you can spend less time communicating and more time just getting shit done. Then I went home and and thought about this sentence. We basically put it on the table. Hiring takes time. People are trained. How to objectively judge certain situations. It's very, very, very, very hard to change things. That was the learning. Entrepreneurs with empathy. To the people's side.
00:05:49
Speaker
Katarina Freud, which is with a podcast by Miriam Rabung, who is connected with us. Can I help you? I'm here to introduce you to the episode. If you'd like to join us, we'd like to thank you for joining us today. Yes, again, my name is Katarina Baer. I'm Head of People and Culture Recruiting and Employer Branding by the Contabo Group. And yes, I've been working with Uber 3 times in the past few weeks. So, yes, I'm very happy to be able to do that. So, I'm very happy to be able to do that. I've been working with over 5,000 people in my recruiting mindset, and I'm very happy to be here. And employer branding was my absolute passion, especially here.
00:06:34
Speaker
And um yeah, I'd like to the and of you to the director on the nameside. like And that's what has happened now. I'm not sure if MIT is going to be able to do that or not, but it's a big company. Yeah, the recruiting of our group, the transformation change with foreign teams, and the people mindset and the steps for employer branding and so on. And that's what has happened now. And I think that's a good thing to do, even by an international IT company. And that's a great thing to do. And yeah, that's a good thing. But first of all, it's an employer branding.
00:07:30
Speaker
um Yeah, does this ban as a skip there feed the definites sword for employer branding or a guy weinman frata with inventor e and theritika first ten and stuff on dieys ah when yoah sheet list unw and common aba um for me as i english employer branding um but size and information import um fun bido alffa ah na to other deposit its nearrung um and know and doesn set gansw wish dishfaation or ten and attractive ava gave a mark ah and um that's I it's definitely the definition of I think it's also important to know how you can do it. While this is a good idea for a people mindset, or an employer branding, it's important to know how you can do it. I don't know how to do it, I don't know how to do it. I don't know how to do it. I don't know how to do it. I don't know how to do it. I don't know how to do it. I don't know how to do it.
00:08:47
Speaker
That is my focus, for all of you, for And and and um Employer branding is a great way of published on the website, and that's Employer Branding. Nine is theni um on this wing is side canwhish a And my So,
00:10:01
Speaker
um and And we would have managed to run again women in a value proposition and I would give a market for soot to it a plan, but since then don't understand as a decision for let us turn papaish below.
Mindset and Retention in Branding Strategies
00:10:16
Speaker
Yes, so I think that when I look at employer branding in the company, it's really important to look at the mindset of the company. When I look at the strategy for employer branding, I think it's really important to look at the retention of the company.
00:10:36
Speaker
This is a modern people mindset. And this is the first step. This is a transformation change. This is a modern mindset. But this is not an under-gristy thing. We have to look at it again. But when it comes to strategies for employer branding, and how to do that, what are the first steps? is This is for all of you, which does not have an EVP, but the most important thing is an employer our value proposition, an EVP. um Because of ao and denkachta this, that this is employer-branding And think that there are thousands are thousands of people who have been there.
00:11:26
Speaker
This is English, and that is the sort of man in the first father, the loser, the and the And al by and muslim yeah butzish um agipishian mark de chas on mamus austo and raus invite re mete onlotzishfungunni garists memory minister rau fored but continent does what that In case you like my show, please subscribe, I would really appreciate it.
00:12:06
Speaker
This is something that comes out of the company, the project, etc. But it's also something that the candidate experience, when it comes to the recruiting, when it comes to the training, it's something that has been known for some kind of benefit. It's also something that is often a transparent and communication in their culture. That's something that can be done in the victim's life. span bypizwa a punng to the he absolute but option casein have to me per when It's a long time since I came here. Definitely, that's what we're talking about today. Again, I'd like to thank diversity and ESG for that. You know, they're a and we to But the other side of the house.
00:13:34
Speaker
um it sp to bean um wemanha natulish dessert is a fa einru lonha vo naurish a d evp viishtiga punng does woman fleshsh kaau hat a ma that's who um franks mamon suk cookvi is the deitate car ah um volquiar um we put it to nearerish ah <unk>s vier v definurrehi elson step und dan we because It's and and that That must be realistic. So, Gerna and I see that.
00:14:10
Speaker
is to to to there was no deposit in the air at all. Well, that's why I think it's important, and I think it's a very important step for us to try and look at what we can do to make it more realistic. Well, this is very important, and I think it's a very important situation, but I think it's a very important situation, and I think it's a very important step for us. And that's why I think it's a very important and important strategy for the employer-branding strategy.
00:15:08
Speaker
um defa try ver done dahouse concrete act soon apt to light and um that is help for i gun swishish a suzan does um sia had vokllesh knockchnish on The to in in the future. We have to look at it in the future. We have to look at it in the future. And for all of us, what can we do for them? We will act to help the internet exchange in the future. What can we do for them? And what can we do for them? This is applied to a non-action strategy. This is the first step. And the next step, and this is English that I'm going to talk about, is the tactic festivals. So you can't factor on the communication, but you can also do that.
00:16:01
Speaker
one mua We must not be helped by the implementation and to We have to think about it. We have to think about it. We have to think about it. We have to think about it. We have to think about it. And then, again, I'd like to share with you all the content with you. And monitoring. Again, I'd like to say that employer branding is not just a small part of KPI. I think it's a good thing to report, but it's also a good thing to monitor while you're there. And we can do that with the employer branding strategy as well.
00:16:47
Speaker
When these $5,000 are there, then you have a good step and a strategic employer brand. And then you have a very good job. Where are you going to start? Where are you going
Market Positioning and Personal Impact of Employer Branding
00:17:00
Speaker
to start? Where are you going to start? That's a very good idea. These $5,000 come from a very good workshop. And then you have a very good passion with this $5,000 brand. That's a very good idea. This is why I am the CEO of Pezon. They help me a lot with the market market. They also help people in Pezon, people in culture, people in experience. They also help people in their life. They also help people in their personal life. They also help people in communication. When it's natural for them, they also help people in communication.
00:17:43
Speaker
or naturallyly um the viisticn style' marketing on you na de va fromman bro germanman is by unsve sppizwezer it t as a team fan for tishnatyti nochmedra And are brand, and we are working on a brand new brand. These are the strategies. And with all of them, you have to understand, and all of them are going to be in the right place. I think it's important to note that there is no problem in the market-breaking world. I think it's important to note that there is no problem in the market-breaking world. I think it's important to note that there is no problem in the market-breaking world. So, when there is no problem, there is no problem in the market-breaking world.
00:18:25
Speaker
and gate helpney yeah mark pra was not one of a f from misshta hat actuallyhi su suam violence myless es when doite for employer branding nishfield helps um aba in that pose its own best voice mu maahha metatuoat and um is this natu su as towatim tiai name most of men inputs so gave it just um thats naturishla and daaa has too yeah
00:18:52
Speaker
Yeah. Yeah. Yeah. Yeah. um We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions. We have a lot of questions.
00:19:24
Speaker
The interesting thing is we want to do this, or we want to do this.
00:19:41
Speaker
ah so but ti nama i'm gangshpiiv vi afraunddo hain and this probably does tasklabby is vovman amus va v vveette ist beier incentives mandelchaft um when when wemon a spy in um hold and that va shoes and listed by her com yeah ah yeah as of us sp roscom is shown vilyja factam and aba we I is. in, in the And a the future.
00:20:24
Speaker
And that's when, yeah, I thought about again, I don't know if that's right, that's what I guess. Employer branding is a team up for that man. Kevin was my smile. Well, when it's only pure is your own gate feel a company is how not for Stanton. um What is was a f justpior phone harm when missing' even die asthma of googlely vin um dan fatain the is world? What is the future of the world? What is the future of the world? What is the future of the world? What is the future That's not doesn e nigger for all members here of noin diversity name the the companies are a little bit different, but also for people who don't know what to expect from them. these are a lot of people who are very smart and And that's why I'm here today.
00:21:28
Speaker
<unk> v Well, I would like to thank you so much for your support. When I was in the U.S. I didn't know what to do and like to thank you so much for your support. As an employer-branding company in the world. I would like thank you for your support. I would like to thank you so much for your support.
Engagement and Feedback from Audience
00:22:00
Speaker
That's it for now, I hope you enjoyed this video, and I'll see you next time. ah it's internet's not a fuma and That is definitive. so And I don't know if I can say that now, but I don't know. I don't know if I can say that now, but I don't know. I don't know. I don't know. I don't know. I don't know. I don't know. I don't know. I don't know. I don't know. I don't know. I don't know.
00:22:25
Speaker
um ze eanandan um buttovatigamar i'm just just a so her for argumentant I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't know, I don't I think it's important to the league. The concrete and the agapeness of the world is very good, but I and in the future.
00:23:26
Speaker
sean miafaritin is as manjal noba ib yeah isarma by middle dentlan um and that max to allhan hunter capacity and does man smile um voklish for employ branding amereigger maedwi direct In case you have any feedback or anything you want to share with me, please send me an email on thomas at peoplewise.com or hit me up on LinkedIn. And in case you really enjoyed the show, please subscribe. I would really appreciate it. fin industries is infaha a um venman and a consume
00:24:01
Speaker
um gu market is and the employer of of the employer brand of tobo as womenman womenmanit sobashir she car and on I would like to say that I would like to say that I would like to say that one of the products that I use is the product brand and the employer brand that I use. I would like to say that one of the products that I use is the International Cloud Hosting Provider. So, I would like to say that one of the products that I use is the employer brand that I use, but I would like to say that one of the products that I use Yeah, as a server, as a cloud hosting server, this is so amazing. We will see that as an attractive and sexy market. But this is also an energy problem. I think that when a product has been developed, I think that's the first thing that's going to happen. Then you can see the shoulder with Biden as a product brand, an employer brand, so I don't know for Schmelzen.
00:24:56
Speaker
I think it's important for to steps. We have to be very careful about the steps. We have to be very careful.-portal, the server for Gamer Barreichstäld, then also Contabo Group, um with the normal cloud hosting, which is very wide. And we have the first hosting, the first session and the second one, and the first one, and the second one, and the second one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, and the third one, not just an honor, but also an honor for the gaming company. the had touch shona eina brand and a game of It and duststan workli shown sufa klo fin fordu kas ktabbo group buildiler is people. It's also a pleasure to be here with you today. I'm very happy to be here with you. I'm very happy to be here with you. I'm very happy to be here with you. I'm very happy to be here with you. I'm very happy to be here with you.
00:26:05
Speaker
I have a similar idea with multiple consumer brands and And what I like most about them is that they have a common regarding perspective. They have fans for their brand, for their product, for their own. Lidar is the name of the company of the company. of t to taman This is a romantic brand given by the consumer brand. hu from aba kiba The ambition is and It's and brand is also very different. It's very intense.
00:26:54
Speaker
um the hinters stack um We find this That's why I'm the only one who knows, but I don't think it's an expectation. bloods bloodstream four For 100 years, it's for fan of the film.
00:27:29
Speaker
This is what I think about in terms of how to do it. And that's why I think about people's mindsets. People's passion is not just transparent and often transparent. In the company realm, it's not just about the house, it's about the house itself. And um thus this a was was the smoothan a paper mindset on venrua ango combu that's is and And we're going to do something very good. This is very important.
00:28:09
Speaker
I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of you, and I'm very proud of This is often a communication issue, and I think it's also important to mention that it's not perfect, and it's also difficult to discuss, but it's also important for people to know that you. the Kaina company is a perfect company, and I think it's important for people to know that there is a lot of communication in communication, and that's why we have to do that.
00:28:52
Speaker
It is often common that we are transparent and that we have to look at what is going on in the future. We have to look at all of the things that are going on in the future. We have to look at all of the things that are going on in the future. We have to look at all of the things that are going on in the future. We have to look at all of the things that are going on in Well, I think that it is a little bit of insight. the I think that the most important thing is the future. recording implementation of the manager's event and the expectations of it. It was a little bit interesting to see that on LinkedIn, I said, let's talk about people experience. It was a block. It was a normal HR top voice. And the top 996 HR influencers, one of them, one of them, one of them, one of them, one of them, one of them, one of them, one of them, one of them, one of them.
00:29:41
Speaker
but ah Yeah, I'd like to thank you very much for your time. Employer Branding is an absolutely special team for me. like to thank you very much for your time. And I'd like to thank you for your time. And let's talk about people who are experienced. And for thank you for your time.
00:30:19
Speaker
um thus um for abati ima noshrif kevao dan harbi a and podcast that's sued sayi sheshmide at to shelo su um um of via ioang It's all about people experience. with m dcent It's important for us to in
00:30:47
Speaker
And I think that, yes, in the 2020s and 2020s, I'm a speaker and I'm very happy with the transformation the speaker, aba i alu um nashbubaand and the candidate experience, and also with the employer branding. I think it's a very interesting mindset in the Amazon or the international recording. And, yes, that's why I'm very happy with the blogs, because I'm very happy with the blog. And, yes, I'm very happy with them. um Let's just say that my name is Shella Lukasil, and I'm a member of People's Event for k de sudorf and den um geunngs spra after ba ne geel does de sanitwa to gonege because i'm for se they vi dish um these more down and people du um on facebook they may that datamit and higging can out innovate so sp vi develop the here
00:31:39
Speaker
Well, LinkedIn sat sayhihira canada is aa ba on manak emma via or caravanni of igwe in bunj dav on funden tarishda ah for meh altak is on but ealron lano umze is forandphilanodira kait and vien shaft on um mentioned the mayor hasoon outside this is under a
00:32:08
Speaker
No, for the first time, it was a Fortunity. This is a very strange thing. It's not normal on top the top, but the emotion was in the inside. That's why I started out. Yes, I think it's a great thing to do here by Contabo. I also have employer branding and recording for the PICA of our i was out satemi hein and um that natuli says yeah <unk> and unstringed aba orchwikli and forsh shown on march baza but this And me to be able to have a good footprint sula and to be able to share it with you.
00:32:50
Speaker
and um and that company is the softwaretisa art advisoror as wish brandner here to titleler fewer um And the a to And and and you today. I'm very happy to be here with you today. And I'm very happy to be here with you today. We thank you and thank you very much for a great day for all of you. Also, we thank you for your up-to-date, and we again see you again soon.
Transformation in Employer Branding
00:33:30
Speaker
And that's why I'm here to help you with this amazing work. for those of you who don't know me, I'm an Alton company plus server, and I'm here to help you with this transformation change from Alton by the NHR to people experienced.
00:33:42
Speaker
The gap in people's experience doesn't make sense. I don't know why people experience it. But when people experience it, it makes sense for people to experience it. So in the modern world, there is a lot of interest in it. And I think there is a lot of interest in it as well. So now we are going to talk a little bit more about it. I don't know why I can't help myself. I can't help myself. I can't help myself. I can't help myself. I can't help myself. I can't help myself. I can't help myself. I can't help myself. Yeah, and that's for positive feedbacks, because that's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true. That's not true.
00:34:49
Speaker
That's not true. That's one of the most important things to do in the future. But why do you want to do that? Why do you want to do that in the future? Well, the question is, how do you feel about the future in the future? Of course, I think it's a good tip to see how you're going to get involved in this very important employer branding. Yes, I a little bit on the employer-branding for to think it's important for all of you to follow up on this. It's important for all of you to follow up on this.
00:35:36
Speaker
ah spar of fraga eins um fra it's why We also need to develop and work together with a company called Ander in of people in their step-by-step. So, yes, we need to work together with a company called Physi-Sebaba and work together. We also have a lot of different companies, we have a lot of time and And this is a very important part of the conversation with Einzeldt. We have a lot of strategies to be aware of, and I also want to say that we have a lot of work to do for us future.
00:36:21
Speaker
And we are very proud to be a part of this group. While in the company, we have a lot of professionals, and we don't have a lot of professionals, and we are very proud to be a part of this group. We are very proud to be a part of this group, and we are very proud to be a part of this group, and we are very proud to be a part of this group.
00:36:43
Speaker
Thank you, dear. Thank you very much.
Conclusion and Additional Resources
00:36:47
Speaker
And thank you for the podcast and all the links to the blog and to the link in the show notes. That's the link to the show notes on
00:37:00
Speaker
but like um i mean and Yes, yes, yes, yes, yes. And finally, I think that we also f paska mar on when yeman frag had ah been ah ima ganer of linkedin a raipa the of I didn't even know that I was a kid. Cool, thank you, I really appreciate it. Thank you, I really appreciate it.