BU354 Chapter Notes - Chapter 6: Applicant Tracking System, Employer Branding, Job Fair
Document Summary
Supe(cid:396)io(cid:396) (cid:396)e(cid:272)(cid:396)uiti(cid:374)g p(cid:396)a(cid:272)ti(cid:272)es (cid:373)akes a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374) fi(cid:374)a(cid:374)(cid:272)ially outpe(cid:396)fo(cid:396)(cid:373) those (cid:449)ho do(cid:374)"t. Successful recruiting is a strong indicator of higher shareholder value. Authority for recruitment is generally delegated to hr staff members; line managers in small businesses. In large organizations, done on a continual basis; hr team includes specialists, recruiters. Recruiters- specialist in recruitment whose job is to find and attract capable candidates. Becoming critical to achieve strategic objectives as competition for employees necessary for strategy implementation increases due to growing talent shortage. Organizations seek high profiles given to company name. Well-known companies apply the marketing concept of branding to strengthen recruitment activities. In an increasingly tight job market, employers must remain permanently visible to potential employees, establishing and maintain relationships with potential candidates before they even begin pursuing a new job. Proactive employers are trying to gain a competitive advantage in recruitment by establishing themselves as employers of choice through employer branding.
