Foods & Goods: Revealing Employer DNA Through HR Marketing

In an increasingly demanding job market, where talent expectations are changing rapidly, consistency between the employer promise and the lived reality becomes essential. At Foods & Goods, the employer brand and HR marketing are designed as two complementary levers, serving an authentic and engaging employee experience. Emeline Chartouni, HR Manager at Foods & Goods, shares her vision of a sincere employer brand, embodied and aligned with the reality on the ground.

"The employer brand is our DNA as an employer. It is what we deeply are, what we offer our employees beyond the employment contract... HR marketing, on the other hand, is how we highlight this reality."

At Foods & Goods, we know that the employer brand and HR marketing are two essential levers for attracting, engaging, and retaining talent, especially in a market as competitive as today's.

The employer brand is our DNA as an employer. It is what we deeply are, what we offer our employees beyond the employment contract: our culture, our values, our way of managing, the daily atmosphere. It is a long-term construction, sincere, consistent, and above all, faithful to the reality of what our teams experience.

HR marketing, on the other hand, is how we highlight this reality. It is the operational lever: recruitment campaigns, internal events, social media communication... It is what makes our employer brand visible, concrete, and embodied, both internally and externally.

The two are inseparable. A strong employer brand without HR marketing is a silent promise. Good HR marketing without a real foundation is hollow speech. Our HR mission is to align the two, to attract the right profiles, retain our talent... and simply ensure that our employees are proud to work with us.

The employer brand and HR marketing have a common goal: to meet the challenges of attractiveness and retention, in a context where employee expectations – especially from younger generations – are evolving quickly and profoundly.

The candidate experience, first, is our first point of contact. We focus on a smooth, fast, human, and sincere process. What we are looking for are not just skills, but personalities, potential, and a desire to grow with us.

The employee experience, then, is what creates daily engagement. It begins from the first day with a warm welcome, tailored onboarding, and continues throughout the professional journey: quality of the work environment, managerial relationships, opportunities for development, recognition... Every step counts.

"Today, a simply well-written job offer is not enough. Candidates – just like employees – expect meaning, recognition, and transparency. They are looking for a rewarding professional experience that allows them to grow, learn, and thrive in a human and stimulating environment..."

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