It is quite simple. In order to attract the best employees, you must look as if you are the best company to work for. Appearance is everything. A very basic first step in managing your image is to review how you present your company, says Jasmine Rojas, BLR® legal editor.
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For instance, while you may be the greatest employer, if you do not have a company website, chances are that you will appear “antiquated” and some candidates may not consider you as their top choice. Therefore, the following are areas that you may want to explore in preparation for recruiting candidates.
General Company Website
- Is it modern and up to date?
- Does it make the company attractive?
- Does it appear that the company is at the cutting edge of its industry?
- Do you post company news and employee activities?
- Would a candidate say, “That looks like an awesome place to work”?
Recruiting Website
- Does it give an attractive picture of what it is like to work at your company?
- Do you offer video tours or employee testimonials?
- Is it easy to navigate the site?
- Is it easy to search job openings and apply for a position? Do you allow employees to apply without having to establish a profile?
- Do you invite employees to leave their résumés, even if there are no positions available?
In addition to the above, in this high-tech era, your company wants to establish a meaningful company presence within your relevant networks. To that end, online social networking sites are rapidly becoming a valuable resource for employers. The following are the most common platforms for establishing a presence:
- LinkedIn®
- YouTube
A company should highlight the organization’s strengths in the job advertisement. Let the candidate know what makes you special. Sometimes knowledge of an organization’s mission is sufficient to convince an employee that it is a right fit for him or her.
Another technique is to present the job opportunity as a challenge. You want experienced, talented people for your job openings. Use descriptive and active terminology. Challenging prospective employees in the job posting appeals to the type of candidates you want and gets you the desired result.
Job descriptions out of date? Join us March 26, 2014, for a complimentary (thanks to sponsor Halogen) interactive webcast How Job Descriptions Can be a Strategic Tool for your Talent Management Processes. Learn More
Use an Online Recruiting App
Most candidates today prefer to apply for jobs online as it is free, easy, faster, paperless, and direct. In fact, once a candidate is set up, he or she can even instantly apply through some of the available sites with his or her smartphone. If you are unfamiliar with how to use these methods, it is well worth the investment to hire a professional for a brief session.
However and wherever you recruit, the basic resource is the job description. Use an outdated one (or try to get along without one) and all your efforts will be for naught. You’ll do a great hiring job, but you’ll be hiring the wrong person. The result? Low productivity, low morale, and lawsuits.
Fortunately, there’s help in the form of a complimentary webcast sponsored by Halogen—How Job Descriptions Can be a Strategic Tool for your Talent Management Processes with expert Gordon Medlock.
Medlock explains how job descriptions form the critical foundation for all your talent assessment processes.
Learn how you can more easily and effectively create and manage job descriptions and use them as the foundation for your strategic talent management programs. Webcast presenter, Gordon Medlock, is a senior talent management consultant and expert at helping organizations create value by optimizing their talent.
Register today for this interactive webinar.
Get serious with your job descriptions! Join us for a free (thanks to sponsor Halogen) interactive webcast How Job Descriptions Can be a Strategic Tool for your Talent Management Processes. Earn 1 hour in HRCI Recertification Credit. Register Now
By participating (FREE thanks to sponsor Halogen) in this interactive webcast, you’ll learn:
- What content goes into a good job description (and what doesn’t)? Organizations often wonder what to include in their job descriptions. Learn the essential contents and best practices from an experienced pro.
- How to convert lengthy task lists into concise job accountability statements. Free yourself from lengthy task lists that are difficult to create, maintain, and use.
- What’s involved in a project to upgrade job descriptions? Where do you start? What resources do you need? And how do you get buy-in and funding from your leadership?
- Expert Gordon Medlock answers all these questions and more.
Bottom line, Gordon Medlock explains how to create richly detailed job descriptions that are concise and effective—and he shows how to do it with minimum effort and hassle.
Register now for this free event.
Monday, March 26, 2014
2:00 p.m. to 3:00 p.m. (Eastern)
1:00 p.m. to 2:00 p.m. (Central)
12:00 p.m. to 1:00 p.m. (Mountain)
11:00 a.m. to 12:00 p.m. (Pacific)
Approved for Recertification Credit
This program has been approved for 1 recertification credit hour toward recertification through the Human Resource Certification Institute (HRCI).
Join us on March 26—you’ll get the in-depth How Job Descriptions Can be a Strategic Tool for your Talent Management Processes webcast AND you’ll get all of your particular questions answered by our experts.
Train Your Entire Staff
As with all BLR®/HR Hero® webcasts:
- Train all the staff you can fit around a conference phone.
- You can get your (and their) specific phoned-in or e-mailed questions answered in Q&A sessions that follow each segment of the presentation.
I recently wrote an article on my blog about how to conduct research on a company prior to applying or tailoring your resume/cover page. Here’s what I’ve learned from my experience:
1. Always make an attempt at finding the company’s core values, mission, and vision statements.
2. What are their core products, and who are their customers?
3. What message are they sending to the market? Download and read their 10K or 10Q reports (if they’re public).
check it out: http://www.wewantwork.org/how-to-write-a-resume-for-an-internship/