Marc O’Polo Marc O’Polo has a clear vision in the field of human resources: The fashion label strives to find employees with exceptional motivation – perfect CVs are secondary. The label values innovative thinking, questioning processes and expressing your own ideas – in short, for people who drive change and enjoy actively helping to shape it. In this interview, Lisa Bauer, manager in employer branding, gives an insight into the label’s latest campaign, in which the benefits that Marc O’Polo provides as an employer come to the fore.
What benefits does Marc O’Polo currently offer and how do they influence day-to-day working life?
We have made it our task to offer our employees benefits that bring them real added value and make us an attractive employer for them, so that they enjoy working. It starts with the working hours and ends with the sports program in your free time. Our benefits can be roughly divided into seven categories. Flexibility is a top priority for us.
Flexible working is a matter of course for us – whether in the home office, on the campus in Stephanskirchen south of Munich or in the design offices throughout Germany. We are also flexible when it comes to structuring time off: sabbaticals, additional vacation days and the possibility of various working time models can be used in consultation. Remote working in other European countries, which we call “workation”, is possible for 20 days a year and is a good option for a change of scenery or to extend your vacation.
Other benefits are our Office Dogs, various offers in the area of fitness and wellness and the numerous discounts – both on our own products, corporate benefits and also on providers in the region.
The mobility area rounds off our offer – and in line with our corporate philosophy, we also attach great importance to sustainability: carpooling, the possibility of renting cars and e-charging stations enable flexible commutes. If you like it more sporty, you can lease bicycles, rent e-bikes and stand up paddle boards on campus at a reduced price.
How does Marc O’Polo recognize new developments on the job market? What motivates Marc O’Polo to actively participate in the revision of the classic everyday work routine?
Above all, it is important to us to listen to our employees and to respond to their needs. Through regular internal surveys and through various channels, we obtain direct as well as anonymous opinions and feedback. We believe that if we take care of our employees, they will take care of the rest. At the same time, we always keep our eyes and ears wide open, observing the market and our target groups and constantly asking ourselves the question “How can we create optimal conditions? “.
As a company, how does Marc O’ Polo draw attention to the benefits?
In order to communicate our benefits in the best possible way, we have set up a broad campaign. It was important for us to pick up our employees internally before we address external target groups. Over a period of seven weeks, we advertised the seven benefits via the intranet, screens on campus and screensavers on the laptops of all our employees. After the start of the internal campaign, we went live with our specially designed landing page and the external channels in order to reach our target groups accordingly.
How was the campaign video created?
The idea for the video came about in a brainstorming session and quickly evolved from “oh, we can’t do that” to “we can do that”. The aim was and is to communicate our existing benefits as memorable, clearly and loudly as possible. Once the rough concept was in place, we set about filling the benefits with our own employees. It was important to us that our testimonials are authentic and that we enjoy what we do. The great feedback we received confirms our idea.
For the implementation, we had a more than competent video team at our side, who gave us optimal support from the concept, video shoot to the last cut.
Which channels does Marc O’Polo use to address potential employees?
The campaign runs through various channels, both offline and, above all, online. We target our target group via targeted platforms on which we place banners and videos. In addition to Google, the focus is heavily on social media. Campaigns via LinkedIn and Instagram have proven to be effective for us in the past.
A look into the future: What will working life look like at Marc O’Polo in 10 years?
I wish we could answer that question that easily. Unfortunately, we do not have a magic crystal ball. We rely on various feedback channels to further develop ourselves. It is important for us to keep our finger on the pulse, to be open to changes and to try things out. Marc O’Polo really is a great employer and offers so much – it’s safe to say that.