There’s no right or wrong when it comes to a job, but there is a right job and a wrong job for everybody. Investing in developing your employer brand and ensuring that it is communicated clearly and consistently throughout the employment lifecycle will allow you to attract the right people into your business.
As you enter planning mode for 2019, I encourage you not to be hyper-focused on the latest technology or innovations that can take over your whole budget (and not necessarily deliver ROI). Instead, think about developing a strategic proposition that links the people agenda to the corporate agenda, a robust EVP. If you get the foundations right, you’re in a much better place to market yourself to the right people, engage your current workforce and ultimately drive business performance.
If you have a good, clear reason to write your message, you’ll know whether it works or not. You’ll know whether you have more work to do. And you’ll know how to do better next time.
Companies are no longer recruiting from a pool of talent that isn’t well versed on the working landscape. Around 60% of candidates participate in internships during their college career, so they have a solid understanding of company culture and what to expect. Talent like this also understands that they are in demand.
Technology has made the dream campaign possible, but simply choosing digital over traditional media won’t guarantee you success. Research, strategy and brand awareness all play a role in ensuring the effectiveness of a campaign. And, believe it or not, traditional media ties in to this, too.
It’s fair to say that strategic research is always a good idea. Executed well, it brings wisdom to light far beyond its remit and boasts a long shelf life. It guides informed decisions, builds trust throughout the business and helps to bring better, bolder answers to your challenges. Logic leads to magic, after all. But how often are you using outdated insight as the foundation for your planning?
What's hot and what's not in terms of campus recruitment? Today we'll find out, with the expertise of Nicole Dorskind, who is leading the ThirtyThree business in North America.
There’s no doubt that the talent landscape is evolving. So organizations must adjust their recruitment strategies to attract, hire and retain these new candidates – or get left behind. This requires an in-depth understanding of a new audience, and means more than just ramping up marketing efforts.