July 2012 23
Pop quiz: Does your organization have an employment brand? No? Wrong answer. Every organization has an employment brand. Whether it’s defined or not: That is the question – the answer to which could either put you way ahead of the competition when it comes to recruitment… or leave you way behind.
If clearly defined (and clearly communicated), your employment brand can be one of your biggest recruiting assets.
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Today’s modern-day workforce is extremely competitive. The 12 million people unemployed and eight percent national unemployment rate affirms this. On top of the volatile economy, employees are becoming better educated, more agile, highly tech-savvy and adaptable within their work environments.
Certainly there are those with desireable traits who can deter a questionably combative workforce. Did Charles Darwin’s prediction of “survival of the fittest” come 200 years early?
As if those emails piling into your inbox on an hourly basis isn’t enough, there’s construction on your route to work, that guy who was texting while driving just cut you off, the person in the left lane in front of you is going so slooooooowwww, oh wow — you just got cut off again. You can feel your blood pressure boiling… and you’re not even at the office yet.
Wouldn’t it be nice to have an ‘easy button’ when it came to recruiting? A way to pinpoint exactly where the candidates you need are hiding? A litmus test to predict which candidates will be successful in your organization? A navigation device to show you where you need to focus your recruiting efforts and what message you need to send to bring in a better quantity and quality of applicants?
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