Comments on: Recruiting and Leadership http://www.ere.net/2006/04/25/recruiting-and-leadership/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 13 Feb 2012 21:04:11 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Alise Cortez http://www.ere.net/2006/04/25/recruiting-and-leadership/comment-page-1/#comment-1597 Alise Cortez Tue, 25 Apr 2006 10:41:00 +0000 http://www.ere.net/2006/04/25/recruiting-and-leadership/#comment-1597 Loved the article, Howard. Some really good stuff in it. I particularly gravitated to points 5 and 6, candidate interviewing experience and branding, respectively, since these are two areas our business intelligence tool illuminates for a company. I couldn't agree more with your point that 'the candidate interviewing experience must be a great one' and not valuing the interview experience means the company culture does not value people. As coincidence would have it, I visited with a company here in Dallas to talk about our services today and walked into the Reception area to ask for my party. There, in front of the receptionist, was a placard that read 'Manager of First Impressions.' I was greeted in a friendly and professional manner by the person behind that placard--all this the start of some good branding. I immediately thought, this is going to be a good call--these people are probably going to really understand our offering. Sure enough. And in reality, all of us are managers of first impressions and rarely--if ever--get the chance to replace that first impression with a better one. Points well taken. Thanks again. Loved the article, Howard. Some really good stuff in it. I particularly gravitated to points 5 and 6, candidate interviewing experience and branding, respectively, since these are two areas our business intelligence tool illuminates for a company. I couldn’t agree more with your point that ‘the candidate interviewing experience must be a great one’ and not valuing the interview experience means the company culture does not value people. As coincidence would have it, I visited with a company here in Dallas to talk about our services today and walked into the Reception area to ask for my party. There, in front of the receptionist, was a placard that read ‘Manager of First Impressions.’ I was greeted in a friendly and professional manner by the person behind that placard–all this the start of some good branding. I immediately thought, this is going to be a good call–these people are probably going to really understand our offering. Sure enough. And in reality, all of us are managers of first impressions and rarely–if ever–get the chance to replace that first impression with a better one. Points well taken. Thanks again.

]]> By: Jennifer Dlugozima http://www.ere.net/2006/04/25/recruiting-and-leadership/comment-page-1/#comment-1596 Jennifer Dlugozima Tue, 25 Apr 2006 08:21:00 +0000 http://www.ere.net/2006/04/25/recruiting-and-leadership/#comment-1596 Good thoughts overall. A few additional ideas: 1) Branding: When it comes to consumer branding, I like to tell clients: 'A brand is a set of expectations that a customer/potential customer has about a product or service before he or she calls on the phone or walks into the building.' In the case of employment branding, it's what job seekers think about the company or expect from it. An employment brand is shaped by every company touch-point, as well as employment ads, blogs and most importantly, existing and past employees. Thus, to build a brand, companies must understand what value they offer employees. Then, they must articulate that messaging in every medium possible. It?s critical, though, that employees can substantiate the brand promise. 2) Metrics: Bring them on!!! We are particularly interested in recommendations for calculating Cost of Low Productivity, Cost of Vacancy, Attrition Costs, etc. Thanks Howard. Good thoughts overall. A few additional ideas:

1) Branding:
When it comes to consumer branding, I like to tell clients: ‘A brand is a set of expectations that a customer/potential customer has about a product or service before he or she calls on the phone or walks into the building.’

In the case of employment branding, it’s what job seekers think about the company or expect from it.

An employment brand is shaped by every company touch-point, as well as employment ads, blogs and most importantly, existing and past employees.

Thus, to build a brand, companies must understand what value they offer employees. Then, they must articulate that messaging in every medium possible. It?s critical, though, that employees can substantiate the brand promise.

2) Metrics:
Bring them on!!! We are particularly interested in recommendations for calculating Cost of Low Productivity, Cost of Vacancy, Attrition Costs, etc.

Thanks Howard.

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