How can an attraction and development strategy be created in response to cultural change?

Organizational culture is a term used to define the habits, behaviors, beliefs, values, and internal and external policies of a company. Its importance lies in the influence it has on every aspect of a business.

The debate around this topic is not new, but theory and practice are two concepts that still do not come together smoothly. It is necessary to understand that an organization's cultural transformation does not happen overnight; it is a journey.

In this new Clave Talks, we brought one of our market case studies. Leading the conversation is Natália Pamplona, Talent Acquisition and Culture Leader at Globo. Mother of Gabriel and Felipe, she is passionate about developing people and embracing challenges. She has worked in HR for 17 years and began her career as an intern at Globosat. Throughout these years, she has developed projects in strategic recruitment, employer branding, leadership programs, and strategic people and culture management.

"How can we create a narrative that communicates who we are to the market while, at the same time, strengthening this internally? Because when we talk about attraction, we also need to talk about retention. How can we make these adjustments to attract talent that strengthens the company's culture?" This is the challenge Natália is experiencing.

"For me, the best scenario—and something I discuss a lot with the team—is: let's align expectations. You need to have a very clear narrative of the culture."

Leadership and a well-defined profile assessment are essential to achieve the desired results within the HR area.