One of the best ways to look to find the right candidates for your corporation positions is to use a solid ERP (Employee Referral Program). It can be the difference between you finding success and falling flat on your face in a challenging economy.
Word-of-mouth marketing is important to sell a product and the same thing goes recruiting solid job candidates. People will trust their peers and go to a company because of the excitement of working with talented peers they associate with.
With the challenge of a bad market you need to use employees to help save you money that you would have spent on head hunters or some external recruiting source. They can make all the difference in saving you the necessary money.
As a company working together to find candidates you will always find more solid candidates at an exponential rate, compared to just a recruiting department working hard. The truth is that a peer in your corporation is a better resource on a potential job, than a biased recruiter.
There are a lot of ways to use employees to help grow your business in intelligent ways and to use their time wisely so they are not distracted from what they should be doing. You don't want it to backfire on you by getting disgruntled employees talking about your company.
One of the important steps is using some form of web 2.0 or interactive online marketing IM Chat or RSS feeds to get your candidates involved with your employees. If you put a face to it then people will feel more comfortable and get an idea of what their job would be like.
A lot of companies use niche sites for individual employees or microsites to help motivate candidates to find out more. This allows for many websites (needing optimization of some kind) to be out there for people to view.
I suggest that you use EnticeLabs and their product TalentSeekr because they are able to brand your job positions well and market well across the web. This can make a huge difference in leveraging your ERP campaign. - 16755
Word-of-mouth marketing is important to sell a product and the same thing goes recruiting solid job candidates. People will trust their peers and go to a company because of the excitement of working with talented peers they associate with.
With the challenge of a bad market you need to use employees to help save you money that you would have spent on head hunters or some external recruiting source. They can make all the difference in saving you the necessary money.
As a company working together to find candidates you will always find more solid candidates at an exponential rate, compared to just a recruiting department working hard. The truth is that a peer in your corporation is a better resource on a potential job, than a biased recruiter.
There are a lot of ways to use employees to help grow your business in intelligent ways and to use their time wisely so they are not distracted from what they should be doing. You don't want it to backfire on you by getting disgruntled employees talking about your company.
One of the important steps is using some form of web 2.0 or interactive online marketing IM Chat or RSS feeds to get your candidates involved with your employees. If you put a face to it then people will feel more comfortable and get an idea of what their job would be like.
A lot of companies use niche sites for individual employees or microsites to help motivate candidates to find out more. This allows for many websites (needing optimization of some kind) to be out there for people to view.
I suggest that you use EnticeLabs and their product TalentSeekr because they are able to brand your job positions well and market well across the web. This can make a huge difference in leveraging your ERP campaign. - 16755
About the Author:
Cade Krueger consults with recruiters as the Director of Sales for Entice Labs and helps recruiters with job recruiting for quality hires. He also endorses a solution, called TalentSeekr, for recruitment advertising that sources five works the audience at a fraction of the cost of job boards. This helps to save recruiters work and money.
