The Best Recruiting Strategy Is the "We Find You" Approach

Brand Image in Hiring …………………………………… …………………………………………………………………….................... External Candidate Assessment & Selection Process …………………………… ………………………………………………... Concepts ……………………………………

Employment agency is another option for external recruitments. Companies can simply provide job description to agencies where vacancies will be introduced to people who are looking for jobs.

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.

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

Now that the definition of recruitment is clear it time to explore the different strategies that are used in the recruitment process. Kevin Ryan, successful CEO of Guilt Goupe, states, “Recruiting is so important that we intentionally overinvest in it” (Ryan, 2012, p.45). This statement shows how important recruitment is. Being a recent college graduate that landed a job fresh out of college within my field and now seeking work, I can say first hand that the recruitment process is not done in one certain way, but in a variety of ways. One of the most common ways to get recruited is by referral. Referrals take place when current workers of an organization inform their associates about job openings and recommend they apply. In certain instances, when there is an extreme

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

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.

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.

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

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.

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.

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

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

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

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