kind of firm you want to work for; the kind of environment in which you want to work. Then diligently seek out those opportunities using all of the usual techniques - direct applications, networking, appropriate recruiters, job boards, etc.
The second technique is much more haphazard. In fact, it is completely random. Read the job boards, talk to recruiters, talk to the career office at your university. Apply to any job that appeals to you and when offered an opportunity take it!
The net result of these two approaches is, provided you've kept your eyes and ears open and applied yourself, that you will learn a great deal about the world of work and what you do and do not want to do for the rest of your career. Simply put, your first job is not nearly as important as the job that you take two years or more later. Do not keep repeating these first two years over and over. Get some experience and some perspective but whatever you do, get focused.
can grow with the business.
With a more strategic approach to talent management, I would suggest there is a closer relationship than ever between HR and Recruiting.
The deeper question is more about how it is done. I have worked very closely with an external recruiter that did all recruiting and we saved 30% in costs plus improved quality, so it is about the business case.
Employer branding and communication are two areas that are strongly related to Marketing, building on Sandra's comments.…
business methods. If your message contains proper contact info and a halfway compelling/intriguing hook and they still don't respond, I personally would not push too much further using that approach. The odds are that they will see the FB inbox message and be prompted to check their LI messages if there is interest.
I'm always surprised that anyone would bother joining LI but not enable email notifications, at least for incoming inbox messages. My .02.…
ing process looking at “who can I eliminate from contention for the job” (a negative mindset) rather than approaching the responsibility with “what does this person offer that can really bring value to the job” (a positive mindset).
There are three important reasons for us to be aware of our screening approach, aside from it being a negative way of going about things.
The talent shortage is not going to go away. As such, the need to have an inclusive approach to screening becomes paramount.
If an organization is really committed to diversity in its workforce, having such an ‘exclusive screening’ and recruitment process really goes against all that this stands for; suggesting it is all just lip service.
Those of you involved in recruitment may also find a whole new level of personal satisfaction from the recruitment function.
I would welcome your thoughts on the topic, as it is only something very recent that I’ve been considering. No doubt there are many views and different factors I have not considered here.…