8 Do's to Upgrade Recruiting and On-Boarding
By Catherine Eberlein Pfister
3. Do develop a strategy to make your company stand out from the competition, as well as a plan to keep valuable contacts engaged and to develop these relationships.
Some potential employees are actively seeking a job; others are passively looking for opportunities. Develop plans for keeping in touch with both types of potential candidates on a regular basis: through e-mail, SMS text, telephone and blogs on career-and company-related related topics.
Use these methods to let people know about job openings or special events. Send them stories about how your company engages employees, as well as how it rewards and recognizes individuals and teams.
Include stories about your corporate leadership: how they got where they are today, and how they mentor others who are on their way to the top. Also provide stories on individual employees: their career growth in the organization and the ways they've contributed and been rewarded. Tell stories about teams as well, informing potential new talent how team achievements have been recognized. Share information on philanthropic or green measures, as well as employee volunteering efforts.
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What Matters?
Corporate reputation, corporate responsibility and having strong career opportunities are important factors in attracting new talent.
In a study of 530 MBA students conducted by Hill & Knowlton, about 75 percent of the students said corporate reputation plays an extremely or very important role in deciding where to work. Eighty-three percent said the quality of a company's management, its products and services, and employee talent were extremely or very important in driving corporate reputation. And 95 percent said that having strong career opportunities was their highest priority.
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