Improve brand recognition and candidate experience
The old recruitment process often did not focus on the brand awareness of the enterprise. While in reality, good employees not only love the work they do but also the values of the company.
One of the easiest ways to improve brand recognition is to have an attractive online interface. With the current technological development, this is not a difficult thing.
Today, the definition of effective online branding is also gradually changing. In the 2016 Global Recruitment Trends report, 61% of employers surveyed think that reputable job social networks like LinkedIn are an effective tool for brand promotion, while this figure in 2012 only 49%.
Corporate websites are still an ideal place for employees to submit their feedback, helping potential candidates have a closer look at the company they are applying for. Enterprises can also integrate visual tools for employees to post videos or photos of why they like working for the business or post employee articles on websites and media sites. other society.
Employers should also use social media to connect and communicate with candidates, join groups related to their field of activity or even create new groups on social networks, share unique company activities, reply to Twitter posts… to bring the brand closer.
Vietnam Manpower is also applying recruitment methods as well as promoting our brand on social networking platforms, making it easier and more popular for people to know about Vietnam Manpower.
Don’t be fastidious
Old-fashioned recruiters have an ideal candidate in mind. However, that model is not realistic when the "ideal" standard is very different and depends on each culture. Candidate expectations should be highly realistic and hiring should be based on the potential they can bring to the organization.
Employers should also not dismiss candidates who do not meet all the required skills. Instead, businesses should focus on the skills candidates possess to determine if they can receive additional training on the job. For example, if they are eager to learn and able to adapt well to the corporate culture, they still deserve the opportunity.
Quick response to candidates
Most admission decisions take 3 to 6 weeks to be made, while good candidates usually accept their first invitation. Therefore, if you do not want talent to fall into the hands of competitors, employers need to speed up this process even more.
Even when there is a high probability of failure, candidates still want to keep looking for opportunities. Therefore, employers should make public information about the number of candidates that will be accepted, about future recruitment rounds, about how the company will contact them after the hiring decision is made...
These not only encourage candidates to wait patiently for the recruitment decision from the company, but also create a good impression of the brand.
Re-train current staff
When a new position arises, instead of immediately posting more employees, employers should consider the old employees inside the company first. Not only does it save money and time on recruitment, it also helps businesses take advantage of the cultural fit of old employees, while minimizing the possibility of new employees continuing to leave when they see that they are suitable for the job.
Replies to This Discussion