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That means now is the time for more targeted recruiting and a stronger employerbrand to reach new talent, as well as employee engagement initiatives to retain your best talent. Once again, employerbranding comes into play, as workers’ most trusted resource is their circle of friends and colleagues.
In short, he recruits not with the goal of closing reqs, but improving lives by improving careers. It’s a good feeling knowing that your company actually delivers on the promises you have to make to get candidates to accept an offer, where employerbranding happens organically and people genuinely love their jobs.
Alternatively, if you’re a good recruiter, you work your database, be it Boolean, Semantic or old fashioned guess work (which always seems to work). They search a database – it’s called Google, or, I guess, Bing, for those 4 of you out there who might by some chance be reading this. What the hell is social about that?
Another thing we had to do to re-invent the program was getting our employerbrand together. The other thing which is frustrating if you’re not in the marketing team, what you should do is get super good about your employerbrand–what is it you stand for, what is the promise you make, which is different than a corporate brand.
Mary Beth: definitely mark must you know recruitment is marketing recruitment is sales and so both of those jobs it was really getting people excited selling a product so you know the Smithsonian Iworked in the lecture seminars and films Department so getting people figuring out what were the best events that we could put together to attract people (..)
All I know is that in the 18 years I’ve been in this business, I’ve seen us move from Rolodexes to resume databases to the rise of online employerbranding, social sourcing and mobile recruiting. Anyone else smell that sulphur? Derek currently lives in the DC area.
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