How should a PR rep build their company’s HR brand so that people would want to work for it?
If you don’t get enough information from a candidate during a job interview, your decision about hiring them may be ill-judged. Geoff Smart and Randy Street, the authors of the bestseller Who: The A method for hiring. Solve your #1 problem, conducted a research and found out that, on average, an unsuccessful offer results in costs of about 15 monthly wages of an employee.
In recruiting, just like in sales, there is the notion of a ‘funnel’. A wide funnel of candidates is the flow that provides the company with both streaming and pinpoint closings. It is predominantly comprised of responses on job sites, to a company's e-mail address, and on social media. But it may involve business acquaintances at events, referral systems, internship programs…
Candidates are willing to let it pass when you look for a ‘JS ninja’ or a ‘back-end god’. But they will hardly forgive you the same creative approach to a job description. DigitalHR founder Katerina Gavrilova shares some points to pay attention to when composing a job description for an IT specialist.
You may have an excellent job opening, friendly staff, a dynamically growing company — that is, all that what we love mentioning in job descriptions — but you won’t be able to hook a candidate used to their attention being fought for.
Katerina Gavrilova, Founder of DigitalHR tells thinkRussia about starting a career.
Everybody has read about the corporate culture at Google. I recommend the film “Footage” to university students and future HR and PR professionals.