The Best Recruiting Strategy Is the "We Find You" Approach Choosing between "we find you" and "you find us" Not many people research or study recruiting strategies, but those who do realize quite quickly that all recruiting strategies fit into two categories: "you find us" and "we find you." The "you find us" category is the most commonly used, where a firm essentially posts a notice that it is looking for someone to hire and then sorts through those individuals who respond. The more proactive category, however, is the "we find you" approach, where a firm instead attempts to identify the names of top performers as individuals and then contact them directly. The first approach almost by design attracts "the masses," while the other …show more content…
"Walk in" applications at physical locations 7. Corporate career sites (a passive approach where you hope that candidates surfing the web will find your site and have the interest and patience to follow through and apply) 8. Employment branding (an excellent approach that causes everyone — the best as well as the rest — to want to work at your firm, which results in your firm 's getting on "best place to work" lists or having best practices talked about in business, functional, and industry publications) As you can readily see, all of the tools that are used under the "you find us" approach are aimed at a broad audience. Job boards, for example, are designed to attract a wide range of candidates, from the barely qualified to the barely interested. Billboards or "we are hiring banners" attract anyone who drives by, with no delineation or targeting toward a specific skill set, performance, or interest level. Of all of the tools in this category, the employment branding approach is the strongest. It is a long-term approach designed to make candidates aware of why your company is an excellent place to work. Although this is an excellent long-term recruiting strategy, since it builds the interest and knowledge of applicants about your firm, it does, by design, also bring in a very large volume of every type of candidate. The next step in the "you find us" approach is the interview. Since candidates sourced using the "you find us" strategy by
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Employer Branding initiatives are used to portray the company as an ‘Employer of Choice’; one that actually upholds the EEO principles and not just sham concern for them.
Industry giants find that candidates seek them out. There is no need to spend money advertising each recruitment in such a case, because candidates will visit the company website of their own agreement. They must face the competition in the market.
Part of an organization’s priorities is to be an employer whose public image is desirable and enables it to attract and retain top talent. Fortunately for employers, the undertaking can be accomplished through Employer Branding. The focus of this paper is to examine aspects that pertain favorable employer branding.
Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract
The strategies that I would employ to attract qualified applicants to my organization are too the great benefits. Such as, childcare assistance, health, vision, and dental benefits, great pay, healthy work environment, flexible schedules, growth for advancement. Paying attention to the employee aspirations and as an employer wanting to satisfy these aspirations is very important. Balancing the scales. Communication methods that I would utilize to reach out to applicants are through employment websites, co-ops and internships, and employee referrals. I believe the outcome of using such communication methods with my company would be able to sustain our employees and customers, maintaining points of contact online and offline, relevancy and consistency.
When an individual pursues the field of Recruiting, they are electing to become a mediator between an organization with a need of fulfillment and a potential candidate searching for a position to fulfill. According to the Fundamentals of Human Resource Management Book, “recruiting is the process of seeking a pool of applicants, or sources, for jobs within an organization”, (DeCenzo, Robbins, and Verhulst 128). “Recruiters are often viewed as the face or the image of a company for prospective applicants in search of employment (DeCenzo, Robbins, and Verhulst 128).” Utilizing the vast number of recruiting methods, sources, and skills will usually result in a challenging, yet successful match for both the
Employer Branding refers to the perception of employee to the company. The approach taken to employment branding varies significantly from different aspects including from recruitment to retention, corporate social responsibility and career development. This also includes delivering the promises to its employees as well as giving them a sense of security or making them significant part of the organization. Some of the implications for satisfied employees who are proud to be part of its organization spread and adapt these core values. Likewise, due to good projections of
Recruitment is seeking and attracting qualified candidates for a position in an organization. The process begins with determining that there is a need to be filled within the organization. Once the need has been identified a job analysis should be performed unless it has already been done, such as in the case of filling a vacated position. Once the organization has determined what the ideal candidate should include, candidates need to be sourced. In the past, sourcing potential candidates might have included a classified ad, notices in professional publications and word of mouth. In the current age, most large organizations use job networking services such as Linkedin, Dice, and Monster.com. Another way organizations find qualified candidates is by using temp agencies. The temp is hired as a contractor for a fixed period such as six or twelve months. This can be ideal for the company because they have an extended period to evaluate the candidate’s performance and fit within the company culture. Once the candidate has proven a good fit a job offer may be tendered or if not such a good fit the candidate will can be
Included with this full-text Harvard Business Review article: 1 Article Summary The Idea in Brief—the core idea The Idea in Practice—putting the idea to work 2 The Definitive Guide to Recruiting in Good Times and Bad 12 Further Reading A list of related materials, with annotations to guide further exploration of the article’s ideas and applications
Recruitment branding is the process of promoting an organization, as the employer of choice. It is the way that an organization has the ability to attract, recruit and retaining the desired candidates. In order to establish an employer brand, an organization must be true, credible, relevant, and distinctive and also be aspirational. For an organization to establish its employer brand it needs to have an appealing image both internal and external, to do this it needs to understand the organization’s needs, wants, expectations and most importantly the strategic objectives. Once an organization has a set understanding of these items it then defines its unique identity. An organization also needs to ask three questions. Why do people stay with your company? Why do people
There are a number of recruitment methods that a company can use to attract potential new employees.
Internet advertizing and career sites – Internet and career sites could be used to post the organizations requirement and it could be made available to the job seekers. This source is said to be cheaper and most responsive as there is an access through globally.
Everybody is seeking for good jobs. Employment is first concern for the society now a days. Working in a reputed institution has become a status symbol as well. As we are choosing any product by checking their credibility through the brand image they are having, in the same way people are seeking for jobs in the organizations having good brand image in the market. Employer brand is the image which helps the organization in attracting good talent in the market. After liberalization in 1991 and subsequent economic reforms, Indian companies has understand the concept of employer branding and started investing for the same so that they can beat national and international competition and also can grow in world market. Employer brand is something which confirms that the organization is good to work for. The purpose of this paper is to develop a conceptual background, factors of employer branding and also to discuss the policies which makes the organization good to work for. The study can
This essay will attempt to describe and explain how organizations use branding theory and practice to help develop, establish and maintain their positions in both existing and potential markets. To do so it will be structured into four chapters that will be supported by examples:
The best recruitment method is the one that provides a candidate who is competent for a position. The candidate should have the values required, and he/she should be aligned to the mission of the organization. The search will consist of different procedures, strategies and processes. When beginning the recruitment process, the employer should be aware of the policies governing recruitment process. This information should be gathered from a number of reliable sources. Once they know the policies, they should review the business strategic plan to know the principal factors that will help in growth of the business. This review will include; the changes required