Employer branding and recruiting?
Posted: Sun Feb 02, 2025 10:35 am
The personnel recruitment process begins with the position to be filled, which is characterized by the tasks to be performed and the qualifications required. This should be described as realistically as possible so that an applicant knows what is expected of him/her and whether he/she really has all the qualifications.
In the so-called sourcing process, the job tunisia whatsapp data advertisement is then created and a suitable medium is sought where it can be published. In order for an applicant to get a good overview of the company, as much information as possible must be made available with regard to employer branding. This should primarily be your own website, but social networks such as Facebook, Twitter and Co. are also increasingly suitable. Of course, professional channels such as Xing and LinkedIn are particularly suitable. Among other things, the following questions should be answered on your company website:
What are the working conditions?
What career opportunities are offered?
How do the teams work together?
What do these future colleagues look like and what can they say about their workplace?
When choosing publication locations, you should also consider where you will find your target group of applicants. Job advertisements in daily newspapers are good, but they no longer reach the majority of applicants. The switch from offline to online media took place years ago. Go there too!
After publishing your job advert, you should receive the first applications. Then it's a matter of registering applicants, conducting screenings and interviews, and then hiring the right applicant. A simple, quick, and personal process that gives applicants feedback on the current status should already be established in your company. An applicant will not just have been waiting for your job advert. If a competitor is faster in selecting candidates, you may be one talent poorer. So, even after the recruitment process has been completed, keep looking at the individual steps of the process and optimise it if necessary, because this in turn means improving the employer brand.
In the so-called sourcing process, the job tunisia whatsapp data advertisement is then created and a suitable medium is sought where it can be published. In order for an applicant to get a good overview of the company, as much information as possible must be made available with regard to employer branding. This should primarily be your own website, but social networks such as Facebook, Twitter and Co. are also increasingly suitable. Of course, professional channels such as Xing and LinkedIn are particularly suitable. Among other things, the following questions should be answered on your company website:
What are the working conditions?
What career opportunities are offered?
How do the teams work together?
What do these future colleagues look like and what can they say about their workplace?
When choosing publication locations, you should also consider where you will find your target group of applicants. Job advertisements in daily newspapers are good, but they no longer reach the majority of applicants. The switch from offline to online media took place years ago. Go there too!
After publishing your job advert, you should receive the first applications. Then it's a matter of registering applicants, conducting screenings and interviews, and then hiring the right applicant. A simple, quick, and personal process that gives applicants feedback on the current status should already be established in your company. An applicant will not just have been waiting for your job advert. If a competitor is faster in selecting candidates, you may be one talent poorer. So, even after the recruitment process has been completed, keep looking at the individual steps of the process and optimise it if necessary, because this in turn means improving the employer brand.