I don’t really believe in employer labor marketing branding, I think the brand should stand for something (see also point 1 about the vision), which attracts employees who fit in with it. For me, employees make or break organizations in the service industry.
On the other hand, employment marketing/communication is important. Because you want to convey the brand well to current and new employees, so that they can identify with it or not. After all, a good brand has an appeal to customers and employees. In employment marketing, you naturally highlight the aspects that are important for employee target groups.
How is your brand or employer brand doing?
Do you communicate sufficiently what makes it great to work for you?
What value do you offer to employees?
Do employees talk list of angola consumer email about this themselves?
And is this reflected in every piece of employment marketing?
7. Go crazy, try open hiring
applying the first-come, first-served principle.
You hire candidates without an interview or extensive selection, which makes access to work easier for groups such as long-term job seekers, people with ai for content creators: unlocking the potential in 2024 a distance to the labor market and people who do not like to apply for jobs. You significantly increase your talent pool and most likely get a different type of people on your path than you would select yourself.
Is this suitable for every company?
Certainly not. After all, for a position anhui mobile phone number list as an employment lawyer it is quite important that you have your diploma. But you can set that as one of the few requirements. If you have an internal training program, it may be particularly useful.
To be successful with open hiring, you will need to develop a good onboarding process so that the new employee and you know very quickly whether it is a match (for both sides) and whether the job can be done successfully.