HR marketing organization: Step 2
So let us move to the second step in HR marketing- HR marketing organization.
Once the HR marketing goals are set then it is time to decide on the HR marketing organization. In some companies there are separate HR marketing departments dedicated to HR marketing activities and in some organization it is considered as a part of HR activities. This mainly depends on HR marketing goals like number of professionals to be hired within a span of…
Added by Vivek Jothi on July 4, 2010 at 6:59pm — No Comments
Flow of information within social media is at its ultimate high at this time. It’s no doubt that web sites including Facebook, Twitter, and LinkedIn still capitalize the social media market.…
Added by Neha on July 4, 2010 at 5:33pm — No Comments
HR Marketing process 1st step- Goal setting:
So let us start with the HR marketing process. Today I am going to talk about the initial step in HR marketing i.e. Goal setting.
Every department in an organization will be having their own goals which they strive to achieve. Goals can be again narrowed down to personal goals which each individual in the specific department will strive to achieve.
Here in HR marketing goals have to be clearly set by consulting the HR and…
Added by Vivek Jothi on July 3, 2010 at 8:18pm — No Comments
S.U.R.V.I.V.A.L. of the fittest.
Over the past decade we’ve seen boom and bust, feast and famine in the recruiting industry. The good news is that this cycle tends to cull the flock. The strong survive. The weak don’t.…Continue
Added by Brian Keith on July 3, 2010 at 2:58pm — No Comments
A video resume is a way for job seekers to showcase their abilities beyond the capabilities of a traditional paper resume. The video resume allows prospective employers to see, hear and get a feel for how the applicant presents themselves.
Video Resumes are here to stay! As the time is changing better technology and widespread internet access have changed recruiting practices. No longer are the days when jobseekers used to prepare…Continue
Added by Lee Fossey on July 3, 2010 at 5:22am — No Comments
After my initial post about HR marketing I hope you might have got a brief idea about what is HR marketing and its importance. In this session I would like to talk about the steps in HR marketing process. According to my understanding from various readings and case studies HR marketing includes following steps
1. Goal setting
2. HR marketing organization
3. Pre campaign research and analysis
4. Campaign strategy
5. Campaign Implementation
6. Checking the…
Added by Vivek Jothi on July 2, 2010 at 4:03pm — No Comments
Originally posted on the SmashFly Recruitment Marketing Blog.
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment…Continue
Added by Chris Brablc on July 2, 2010 at 10:20am — No Comments
I’ve been discussing how a strategic approach to sales may involve standing still for a while in order to create solid future growth. In order to achieve that the strategy must contained two defined
First and foremost a sales process that enables everyone to sing off the
same song sheet (I discuss that at salesdr ).And this applies to recruitment consultancies too!
Secondly any process…
Added by John Hill on July 2, 2010 at 4:10am — No Comments
There is currently a lot of “talk/noise” about mobile recruiting and in my humble opinion it will be huge, more of that later but for me it is not just about recruiting….mobile has the ability to aid many areas of HR. Why? I hear a cry, well here is my take;
Five years on using social media: have recruitment agencies learnt to interact?
We have all seen the power that social media has. Most recruiters, whether a recruitment agency, HR department or a hiring line manager will use sites like LinkedIn to identify candidates and, more often than not, Facebook and Google to vett them. However, they do not always contribute to this online community. This one sided approach to social…Continue
Added by Leah Mahtani on July 1, 2010 at 5:35am — No Comments
The recent article on Candidate Care ( Anna Hodges) and the responses clearly indicated recruiters still haven’t got it. And that’s disappointing as it was over 20 years ago I outlined one of the most essential features of a recruiters database. So here it is again.