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Introduction
If you check out a few people around you what it’s like to work for a company like Infosys. You’ll probably hear words like “IT Company, innovative, growth, collaborative”. The wild part is that the individuals you asked have probably never worked at Infosys. The same test usually works remarkably well for big brands like IBM, TCS and Cognizant.
What is RecruitmentBranding?
Recruitment Branding is the market insight of what it’s like to work for an company. In other words, it’s the image that your potential, current and past personnel have in their minds about the work experience tenurein the company. This includes features like the company culture, employee benefits and work environment and employee value suggestion. Website known as www.glassdoor.com is a very famous site for employee ratings about a company.
Why build a Recruitment brand?
Based on the Research done by Career Placements, there are good numbers of job vacancies in the market and at the same time there is a war for hiring the good candidates entering the job market. e.g. there are more jobs in the market, but the relevant manpoweris far scarce. As a result, the war for talent is on the rise. So if your organization wants to fill the positions, you need to have a tactical advantage. Otherwise, what’s stopping your potential and current staff on your payroll from working for your opponents instead? By developing and advertising your recruitment brand, you can ensure that candidatesget attracted and they should opt to work for your company.
What are the steps to make a company’s Recruitment Brand stronger?
hile any firm can start a Recruitment branding initiative, building one that is rightly effective is more inspiring. It requires investigating your target applicants, reviewing your contestants’Recruitment brands & successfully implementing & positioning the brand. However, the additional effort is unquestionably worth it. When you have a strong &strategic Recruitment brand, it accomplishes the following:
- Builds a sense of earnestness and enthusiasm about working for your firm
- Involves the mind, heart & dreams of applicants
- Complements your firm’s services and products
- Be responsible for a clear, compelling reason to work at your association
- Aligns with what your current staffs believe it’s like to work for you
Conclusion
This communication resounds with the applicants who are able and willing to meet theexpectations. As a result, the ones who apply & get hired are less likely to leave your association. In fact, the Recruitment branding can retain 70% of your employees.