As the recruitment landscape is a rolling one, and as this industry continually redefines itself in anticipation of hiring needs, As Gen Yers walk across the graduation stage and into the workforce, they bring their tech savvy, their desire for varied and challenging experiences, and their hunger for community. And they think that their workplace should celebrate it all. Fact is, it’s a generation that’s changing the game and once the word is out, retention woes morph into recruitment challenges there are many new ways and ideas open for the companies now days, let us discuss some of them here to get a better understanding on there role in recruitment:
The use of text messaging, video, and audio on cell phones and PDAs is quickly changing how you can reach and influence prospective candidates. It is very essential to develop compelling creative concepts and choose the appropriate media method for putting your message in front of the audience you want to engage.
Video and audio streaming
People consume information way beyond fm and TV broadcast now. The use the Internet, PCs as well as mobile-communication devices have increased ever since for the recruitment also. As radio, TV, computers, and phones converge into new communication tools, recruitment advertisers have a practical means for becoming associated with highly visible, mainstream programming. If utilized in an efficient manner this is an increasingly popular communication method.
Web sites such as MySpace, Facebook, and LinkedIn can be valuable venues for reaching specialized markets, especially when you need to hire college students and recent graduates. After analyzing your culture, recommend, and implement an effective combination of social-networking sites for your recruitment and employer-branding campaigns.
Media use by prospective employees – for job information and general entertainment – is changing. It is moving to new venues with the introduction and evolution of appliances such as PDAs, cell phones, and interactive media like social networking sites and blogs.
As a means for differentiation and building realistic and favorable perceptions in candidates’ minds, employer branding is one of the most valuable tools in the recruitment space.
When your target audience does an Internet search, wouldn’t it be great to have your ad message placed in a highly visible position? You can and – better yet – only pay based on the number of click-through your message attracts. Tap our expertise to recommend keywords, monitor activity, and make the best possible use of this cost-effective medium.
Reach the bulk of Internet users who do not look at job boards. By studying the behaviors of your target audience, conveying the recruitment messages to passive/impulsive candidates while they use the Internet for news, entertainment, information, or personal communication – on sites other than job boards. The only people who will see you ads will be qualified prospects – those who meet your pre-selected criteria, such as skill sets or geography.
Place your recruitment message or posting on Internet pages related to your desired audience, next to relevant content. Tap our expertise and resources to pursue this excellent means of enhancing your image, impacting your brand, and improving targeted applicant flow.
Whether you’re trying to reach a broad audience or a focused one, you need a guide to navigate a constantly moving media landscape.
The statistic is widely quoted: Less than half of companies offering internships to today’s college students actually convert the interns to full-time hires. And much of the lag is not for lack of talent. There’s a loss of connection at some point in the process; or perhaps there was never much deliberateness to connect at the outset. We envision a process that’s a bit more intentional. After all, an investment in people is one of potential. Campus recruitment, bulk recruitments, summer trainings are the right way of recruitment through this.
Done well, mentoring programs can create powerful connections between members of differing generations, enhance engagement, and bolster retention. If employees are being challenged, feel they’re truly valued, and are connecting with the community, then top dollar becomes less of a motivating factor. In fact, in a recent Fortune ranking of “20 Great Employers for New Grads,” highly structured mentoring programs or entry-level training programs were common among the majority of those selected.