Post by account_disabled on Dec 21, 2023 4:20:26 GMT
We talk a lot about employer branding and even HR marketing . The subject of HR attractiveness of companies is not new, but with the explosion of the Internet , social networks (LinkedIn, Facebook, etc.), review platforms ( Glassdoor for example), it has become essential for many companies. Social networks are often used in this type of approach. Do they have real effectiveness? Can we measure it? Are the repercussions concrete or is it a simple improvement of the image? Feedback following an analysis carried out on ESNs at the request of an HR consulting firm. Employer brand and recruitment difficulties Even if many executives and managers are in transition and struggling to find work, many sectors and many professions are under pressure and many companies are unable to recruit.
This can be a real difficulty in recruiting and finding candidates, but this often means that they Email Data are unable to recruit the “right” profiles. For example, in a conference a few months ago, a Google recruiter indicated that the candidates who apply to Google are not always those that Google wants to recruit. In many cases, recruiters see some form of self-censorship. In fact, many candidates say to themselves that this or that company is not for them, that they do not have the profile, that they do not have the level or they have an incorrect image of it. So they don't apply even though they could perfectly match what the company is looking for.
One of my former N+1s said that the question is not to recruit the best candidate but the right candidate. This struck me quite a bit at the time, but he was absolutely right. The best candidate we deal with when recruiting is not necessarily the “right” candidate. When we opt for this choice, it doesn't always end well. This is a failure for the candidate and for the company. Employer branding and HR marketing on the Internet in France When we look at the “employer brand” and “HR marketing” curves on Google trends, the results are quite surprising: They are extremely irregular. Almost every year, there are search peaks in June and September.
This can be a real difficulty in recruiting and finding candidates, but this often means that they Email Data are unable to recruit the “right” profiles. For example, in a conference a few months ago, a Google recruiter indicated that the candidates who apply to Google are not always those that Google wants to recruit. In many cases, recruiters see some form of self-censorship. In fact, many candidates say to themselves that this or that company is not for them, that they do not have the profile, that they do not have the level or they have an incorrect image of it. So they don't apply even though they could perfectly match what the company is looking for.
One of my former N+1s said that the question is not to recruit the best candidate but the right candidate. This struck me quite a bit at the time, but he was absolutely right. The best candidate we deal with when recruiting is not necessarily the “right” candidate. When we opt for this choice, it doesn't always end well. This is a failure for the candidate and for the company. Employer branding and HR marketing on the Internet in France When we look at the “employer brand” and “HR marketing” curves on Google trends, the results are quite surprising: They are extremely irregular. Almost every year, there are search peaks in June and September.