Search Results - poor marketing

Comment on: Blog Post 'What If It Mattered How We Treat Candidates': ck processes / treatment of their public talent pools (primarily applicants and candidates). A firm spends a great deal of their budget on PR, image building and marketing as to what a great community leader and employer they are...then disproves that by having poor feedback processes and/or untrained representatives interact with their public talent pools. I remember one major employer in Denver was booed at a hockey game when they were introduced as in attendance... The company had been doing mass recruiting to support a high growth plan (hired several thousand people in a couple years). The community street talk was disrespect for this major employer and for their bad employment behavior.... no recognition of applications, no feedback from visits or interviews, no closure for interviewees. That event, local journalism, and a company survey proved that it had a huge "black eye" in the community. The firm took action and got employment processes turned around under a new employment team and the company's rap slowly improved. Recruiting managers really need to factor in the time, systems, as well as staff training to ensure they are not creating or allowing a "monster" to work against their hiring goals and the image of their employers. A good rap is earned by demonstrating the firms respect and value of their public (and talent pools).…; Added by Keith B Swinehart at 1:41pm on January 24, 2012

Comment on: Blog Post 'Women Dressing for Success in the Workplace': levant. Imagine my surprise when I read the article and it was actually about telling women how they should dress! I read through the comments and I heard where people are coming from so I won't go there. I did want to reiterate a story I heard a year or so ago that I found to be somewhat similar. A marketing firm posted a blog about the best way to have major impact with their website, fb page and LI page. They claimed to be experts (XX years in the business) and deemed this as 'must follow' advice. One of their readers actually did their homework and then called the company out for not taking their own advice. There were inactive links, typos, missing contact info, etc. all over their social media presence. The company's response? That was our plan!! We did that on purpose to generate conversation!! I'm pretty sure it backfired as I, and many others, stopped following them immediately. Lost all credibility with a poorly written, poorly executed 'gotcha, at least you're talking about us' plan. To be more effective, Dave, I would have loved to see an article about both sexes and perhaps an acknowledgement that men make just as many poor attire choices as women do, or not differentiating between them at all. …; Added by Linda Ferrante at 2:58pm on February 28, 2012

Blog Post: Stuck in Your Job Search? Here are Some Ideas to Get Your Dream Occupation: First things first; searching for a job is not an easy affair is you do not know how to do it. In an economy still suffering the aftershocks of the 2008 economic meltdown, you need to have perfect…; Added by Jenny Richards at 8:34am on December 11, 2014

Blog Post: Are we there yet? Is the hiring market finally taking off across the world? (an 'outside USA' perspective)

Perhaps the most common question I get asked these days is whether the dark days of the recession are truly behind us and specifically, are employers hiring again?

Well, I can certainly say…

Added by Greg Savage at 10:23pm on January 24, 2011

Topic: Candidates are customers too. A poor recruiting experience can mean a lost customer.: cussing CRM in recruiting in conjunction with a demo of Avature's Recruiting CRM. Interestingly, she feels that CRM is here and will be the leading initiative in TA for the next few years (like on-boarding was the previous two). But what interested me the most about the conversation was the topic of linking revenue (or in this case lost revenue) to recruiting. If recruiting is to get out from behind the screen called the "back office" the missing link needs to be found. She was explaining that in two cases she worked on - GM and Starbucks - they were able to make the link. In the Starbucks example, almost all of their applicants are also customers and further, a poor experience in the application process could translate into a lost customer. Run the numbers based on some firm data, some anecdotal data, and some assumptions and you end up with a dollar value on the lost revenue. Focus efforts around improving the applicant experience, better managing the relationship, better communication, etc. and, although you may still have lost customers (some people will always be angry that they didn't get the job and will leave as a customer), you have retained revenues for the company. And that's where good CRM practice comes into play. A well communicated message at the right time to the right people (sound familiar marketers?) can go a long way towards making the difference. I'll give a simplistic example to illustrate. Let's say there are 1,000 people that didn't get "the job" at Starbucks this year. In most cases, not necessarily at Starbucks, applicants never hear anything else beyond the letter or email rejecting them for the position (and that depends on where they get rejected in the process I guess but we're keeping this simple). Now what if they got that email/letter BUT as a follow up three weeks later they got another message that looked something like this (maybe Starbucks is doing this already, I don't know, but that's not the point)?: Dear Applicant, We just wanted to thank you again for considering employment with Starbucks and we're sorry again that we can't extend employment to you at this time. We sincerely hope your job search is going well and we wish you the best of luck. In a show of our appreciation for taking the time to speak with us we'd like to offer you a free cup of coffee at your next visit. Just print this email and take it with you to any Starbucks location and it will be honored. Kindest regards, The Starbucks Recruiting Team With a good CRM system, that email cost you less than a penny (it's automated). Let's say that person spends $1/day at Starbucks. That's $360/year in revenue. If you save 25% of customers through this method (just an assumption), using the 1,000 rejected applicants example (I would assume it's far more than that at Starbucks), that's 250 customers retained at $360/year = $90,000 in retained revenue. Now imagine if those same people get a Happy Holidays email from the Starbucks recruiting team? Or a "we're opening a new store" in your market email? Or a "rate your recruiting experience" email? Or a "do you know anyone that would like to work at Starbucks" message, refer them and get free coffee? And all of that information is stored centrally in a CRM? Gets interesting. Your thoughts? I'd love to hear of other things people are doing like this.…; Added by Michael Johnson to CRM in Recruiting at 4:11pm on November 7, 2008

Blog Post: 3 Ways Your Hiring Managers Can Sell the Company: Let’s get something straight right away,…; Added by Julie Salerno at 3:13pm on May 6, 2014

Blog Post: How to Make Your Resume Impress Employers in 7 Seconds

Resumes are your first point of contact with employers. Whether you hand them from…

Added by Hannah Whittenly at 11:55am on November 23, 2016

Blog Post: HR and Marketing Collaborate: A Beautiful Friendship: A Brave New Office

There are many relationships within the corporate structure. The most successful companies usually have a culture that encourages all departments to collaborate as…; Added by Phil Strazzulla at 11:02am on January 24, 2018

Blog Post: How Digital Marketing Agencies Can Improve Customer Support: Providing a high-quality customer support and building a strong customer-agency relationship is one of the most vital aspects of conducting a successful business. The relationship with your…; Added by Tracey Clayton at 4:41am on January 30, 2017

Comment on: Blog Post 'Job boards must evolve or die': who we recruiters most desire, are leaving job boards as they're not providing the service these top individuals deserve. Why? Continue reading. Job boards fail to deliver what job seekers want, access to current openings at COMPANIES. Instead, what they find is that most postings are by recruiters. Top candidates don't need job boards to engage a recruiter. They already know a dozen who've kept in touch with them, networking over the years. They already have contact info on plenty of recruiters they're familiar with. And our own industry is especially responsible for the decline of job board use, especially among A-list candidates. They respond to job postings, but get nothing back. Or they post their resumes and get swamped with calls from trainee recruiters who can't understand their needs and even treat them as commodities. Soon they get smart, take down their resumes and go to their networks to find quality career opportunities. What's a job board to do? Apparently not the obvious. First, they should kick all us bumbling, rude, over aggressive and self-serving recruiters off their site. Then, focus all their sales talent on marketing to corporations & publicizing it to candidates. Instead, they spend bid money making a nicer looking site with slicker search/reporting capabilities. Unfortunately that's like dressing up a dead rabbit. It's still a dead rabbit. What job boards need to do is give the key population (the A-list candidate) what they want. Stop investing in IT, and start investing in sales.…; Added by Doug Boswell at 7:06pm on September 21, 2010