New Ways Of Personnel Marketing And Recruitment
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New Ways Of Personnel Marketing And Recruitment
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Author : Axel Jörn
language : en
Publisher: Anchor Academic Publishing (aap_verlag)
Release Date : 2015-03-09
New Ways Of Personnel Marketing And Recruitment written by Axel Jörn and has been published by Anchor Academic Publishing (aap_verlag) this book supported file pdf, txt, epub, kindle and other format this book has been release on 2015-03-09 with Business & Economics categories.
This Assignment “New ways of personnel marketing and recruitment” was created in the first semester “human resource management” module to obtain the „Master of Business Admin-istration“ and gives an overview about the different methods of personal marketing and the recruitment of external personal with a special focus on employer branding and social media. This document first introduces the theoretical basis, it refers to real examples, and it gives a summarising statement, recommendations for improvement and an outlook of the future development in personal marketing and recruitment. The understanding of “new ways” is characterised by the techniques carried out via internet and smartphones and there development in the recent years, which is recognised as web 2.0 and social media.
Handbook Of Research On Strategic Fit And Design In Business Ecosystems
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Author : Hacioglu, Umit
language : en
Publisher: IGI Global
Release Date : 2019-08-30
Handbook Of Research On Strategic Fit And Design In Business Ecosystems written by Hacioglu, Umit and has been published by IGI Global this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-08-30 with Business & Economics categories.
With advancing information technology, businesses must adapt to more efficient structures that utilize the latest in robotics and machine learning capabilities in order to create optimal human-robot cooperation. However, there are vital rising concerns regarding the possible consequences of deploying artificial intelligence, sophisticated robotic technologies, automated vehicles, self-managing supply modes, and blockchain economies on business performance and culture, including how to sustain a supportive business culture and to what extent a strategic fit between human-robot collaboration in a business ecosystem can be created. The Handbook of Research on Strategic Fit and Design in Business Ecosystems is a collection of innovative research that builds a futuristic view of evolving business ecosystems and a deeper understanding of business transformation processes in the new digital business era. Featuring research on topics such as cultural hybridization, Industry 4.0, and cybersecurity, this book is ideally designed for entrepreneurs, executives, managers, corporate strategists, economists, IT specialists, IT consultants, engineers, students, researchers, and academicians seeking to improve their understanding of future competitive business practices with the adoption of robotic and information technologies.
The Use Of Social Media Within The Recruitment And Selection Process
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Author : Susana Guedes
language : en
Publisher: GRIN Verlag
Release Date : 2015-06-12
The Use Of Social Media Within The Recruitment And Selection Process written by Susana Guedes and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2015-06-12 with Business & Economics categories.
Bachelor Thesis from the year 2015 in the subject Communications - Public Relations, Advertising, Marketing, Social Media, grade: 2:1, London Metropolitan University, course: BA Hons Business Management, language: English, abstract: Social media, in addition to allowing people to be able to connect and communicate socially with each other, has allowed employees and employers to connect for business purposes. The following research presents an analysis on the use of social media with recruitment and selection from two different perspectives. One through a sample of 40 participants, which are either current employees or current candidates looking for work, by filling out a 10 item questionnaire. Another was through semi-structured interviews that were used to get insight from interviewing two employers from within the Human Resources and Marketing department of different organisations. Results revealed that the questionnaire participants felt that even though that certain social media networks can be beneficial, it can have its considerable disadvantages. Meanwhile, the interviewees felt that social media is a valuable supplement, while online recruiting is basically the nature of modern recruiting, even when it might not be used for all types of jobs and may not always make candidates seem as they are on their online persona.
Hr Marketing From Job Advertising To Employer Branding
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Author :
language : en
Publisher: GRIN Verlag
Release Date : 2018-06-25
Hr Marketing From Job Advertising To Employer Branding written by and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2018-06-25 with Business & Economics categories.
Seminar paper from the year 2016 in the subject Leadership and Human Resources - Employer Branding, grade: 2,3, University of applied sciences, Munich, language: English, abstract: This paper discusses the development of HR Marketing and how Organisations have recruited, engaged and retained their employees. The analyses of various HR Marketing Tools will give the reader an understanding of the different marketing methods companies can use to recruit employees according to the size, strategy or external factors a company could possibly deal with. Furthermore, the Assignment will highlight the impact of the Global Financial Crisis on organizational structures and Human Resource Management in particular. Additionally, the reader will be able to examine the evolution of Employer Branding, new method companies use to manage and retain talent. With the use of Southwest Airlines as a successful example of implementing Employer Branding in an internal and external concept, the reader will get a clear image of the impact that employer branding can have to successfully recruit, engage and to retain talent.
The Recruitment Process For Business Organizations Review Of The Disadvantages And Advantages Of The Different Marketing Channels
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Author : Rebecca Zimmers
language : en
Publisher: GRIN Verlag
Release Date : 2006-10-22
The Recruitment Process For Business Organizations Review Of The Disadvantages And Advantages Of The Different Marketing Channels written by Rebecca Zimmers and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2006-10-22 with Business & Economics categories.
Essay from the year 2004 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,7, University of Ulster, course: Introduction to Human Resource Management, language: English, abstract: We are living in the 21stcentury and organizations are more and more dependent on the external and internal environment to be profitable. System gives the organization security, plans protect for accidents and a firm is in the long term only successful when management and workers are willing to bring their optimal accomplishment. A company is a team and an image ascertains all people in it: good workers promote the image and disinterested and disaffected workers reduce prestige. Organizations rely on human beings. Therefore is it very important to have a well-functioning human resource department in every organization, which also has an impact on the organizational performance. There are many factors involved in the recruitment process. Recruitment is primarily concerned with “the process of generating a pool of capable people to apply for employment to an organization” (Bratton and Gold, 2003: p. 221). It is closely connected with the selection process which “is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons most likely to succeed in the job (s), given management goals and legal requirements” (Bratton and Gold, 2003: p. 221). According to Food and Hook every recruitment action should be designed to meet the strategic objectives. (Foot and Hook, 2002: p.58) The Human resource management department is responsible for choosing the right person with the right skills and ability at the right time and for the right place and who is physically and emotionally able to carry out his/her responsibilities. The process of recruitment is necessary to ensure that recruitment practices are systematic, consistent and responsive to internal needs (Cole, 2002: p.173). Clear procedures are also cost effective. There are external and internal influences on organizations. For example legislation is an external factor which has a big impact. Every process should be fair, systematic, transparent and flexible, and should not contravene legislation, for example the Sex Discrimination Act (1975), Race Relations (1976), the Equal Pay Act (1970) or the Human Rights Act (1998). Another external factor is the diversity of the employment market. In times of changing demographic structures and many different cultural and religious backgrounds it is important to know how to manage diversity (Cornelius, 2001: p.29). Internal influences on the Recruitment process include the key persons.
Indispensable Employees
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Author : Martha R. A. Fields
language : en
Publisher: Red Wheel/Weiser
Release Date : 2001-01-24
Indispensable Employees written by Martha R. A. Fields and has been published by Red Wheel/Weiser this book supported file pdf, txt, epub, kindle and other format this book has been release on 2001-01-24 with Business & Economics categories.
Indispensable Employees: How to Hire Them, How to Keep Them was written to help all those organizations who know they need to adapt to the new economy, but don't quite know how. It was written to help organizations start thinking again about how they can hold on to their best workers, despite what their competitors are offering. It was written to help organizations surmount the challenges of this new full-employment economy and hire and retain the most competent, motivated, and diverse workforce possible. Indispensable Employees: How to Hire Them, How to Keep Them will show organizations how to: Maximize their recruitment and retention dollars. Decrease costly turnover, while still managing necessary layoffs with dignity and respect. Maximize recruitment dollars by turning employees and managers into goodwill ambassadors and headhunters. Utilize multicultural and segment marketing approaches to recruit and retain a diverse workforce. Prevent competitors from luring key talent away.
Employer Branding For Dummies
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Author : Richard Mosley
language : en
Publisher: John Wiley & Sons
Release Date : 2017-02-21
Employer Branding For Dummies written by Richard Mosley and has been published by John Wiley & Sons this book supported file pdf, txt, epub, kindle and other format this book has been release on 2017-02-21 with Business & Economics categories.
Attract the very best talent with a compelling employer brand! Employer Branding For Dummies is the clear, no-nonsense guide to attracting and retaining top talent. Written by two of the most recognized leaders in employer brand, Richard Mosley and Lars Schmidt, this book gives you actionable advice and expert insight you need to build, scale, and measure a compelling brand. You'll learn how to research what makes your company stand out, the best ways to reach the people you need, and how to convince those people that your company is the ideal place to exercise and develop their skills. The book includes ways to identify the specific traits of your company that aligns with specific talent, and how to translate those traits into employer brand tactic that help you draw the right talent, while repelling the wrong ones. You'll learn how to build and maintain your own distinctive, credible employer brand; and develop a set of relevant, informative success metrics to help you measure ROI. This book shows you how to discover and develop your employer brand to draw the quality talent you need. Perfect your recruitment marketing Develop a compelling employer value proposition (EVP) Demonstrate your employer brand ROI Face it: the very best employees are the ones with the most options. Why should they choose your company? A strong employer brand makes the decision a no-brainer. It's good for engagement, good for retention, and good for the bottom line. Employer Branding For Dummies helps you hone in on your unique, compelling brand, and get the people you need today.
Recruitment Marketing
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Author :
language : en
Publisher:
Release Date : 2019
Recruitment Marketing written by and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019 with Business enterprises categories.
A global talent shortage is motivating employers to change the way they approach recruitment. To stay competitive, business leaders are strategizing new ways to attract employees and market their organizations to prospective employees. This research examined the impact of work-life and wellness programs on employer image perceptions (instrumental, symbolic, and experiential) and recruitment outcomes (organizational attraction and job pursuit intentions). It integrated these literatures to inform evidence-based organizational decision-making. Study materials were developed with pilot testing conducted using Amazon Mechanical Turk (MTurk). Pilot 1 assessed the value of 32 types of benefits across traditional (e.g., health insurance, retirement plans), work-life (e.g., remote work options, paid parental leave), and wellness (e.g., gym memberships, stress management resources) benefit categories to guide creation of recruitment advertisements for the three experimental conditions. In Pilot 2, instrumental and symbolic measures were analyzed and reduced from 33 instrumental and 42 symbolic items to 14 instrumental and 16 symbolic items. A newly developed wellness-salient identity scale was also piloted for use in the main study. Participants in the main study were 404 undergraduate students randomly assigned to one of the three experimental conditions (traditional job ad, work-life job ad, wellness job ad). Regression analyses revealed that work-life and wellness benefits were significantly and positively related to recruitment outcomes, and that some, but not all, employer image attributes mediated these effects. Participants who read the work-life or wellness benefits perceived the employer as having more useful benefits (instrumental), being more sophisticated and exciting (symbolic), and as treating their employees better (experiential), and consequently reported higher attraction and job pursuit intentions compared to participants who were assigned the traditional benefits advertisement.
How To Recruit The Right Staff
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Author : Graham Martin
language : en
Publisher: Paragon Publishing
Release Date : 2013-04
How To Recruit The Right Staff written by Graham Martin and has been published by Paragon Publishing this book supported file pdf, txt, epub, kindle and other format this book has been release on 2013-04 with Business & Economics categories.
Despite challenging economic times, the UK & USA currently face severe skills shortages; a recent survey stated that 85% of business said that their inability to recruit the 'right' staff was their number one challenge. The sad fact is that whilst many organisations may officially state that "our staff are our greatest asset", many employers put more time & effort into the purchase of a new company car than they do into the recruitment of new or replacement staff! Whilst the average UK salary is approx £28,000; the overall annual cost including taxes, training and holiday cover are estimated at nearer £40,000! Add the costs associated with a recruitment campaign and the importance of getting it right first time become evident. With only 9% of employees currently in their dream job and at any given time an estimated 42% of staff actively considering a change of job, it is clear that, in the UK at least, we're not very good at what is obviously a poorly delivered business function; effective recruitment. Written primarily for the private sector this book aims to provide simple, yet exceptionally powerful recruiting strategies for non-HR managers. In it you will find essential advice on how to recruit more effectively, both using recruitment agencies and on your own. Tips on how to retain the right staff are provided. Graham Martin has been at the 'sharp end' of recruitment for over 25 years and has recruited nearly 1700 people for client organisations and has sat in front of nearly 2000 managers, directors or business owners discussing their recruitment needs. This, Graham's first book is the distillation of his experience in recruitment from an employers perspective. "Having engaged Graham Martin to recruit office juniors to finance and marketing managers for nearly 20 years I am fully aware that he knows what he's doing! His book guides business managers through the labyrinth of recruitment in easy to understand steps. A useful little book that makes so much sense" Clive M Coote MD Vertical Leisure UK
Talent Management Recruitment Methodologies An Overview
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Author : Khanh Pham-Gia
language : en
Publisher: GRIN Verlag
Release Date : 2009-07-22
Talent Management Recruitment Methodologies An Overview written by Khanh Pham-Gia and has been published by GRIN Verlag this book supported file pdf, txt, epub, kindle and other format this book has been release on 2009-07-22 with Business & Economics categories.
Research Paper (undergraduate) from the year 2008 in the subject Leadership and Human Resources - Miscellaneous, grade: 1.3, University of applied sciences, Munich, language: English, abstract: Employees take a centre stage in companies and play the essential role for business success. Hence, companies have the highest interest to recruit and keep high qualified manpower. In this study, an overview about recruitment methodologies is provided. Additionally, benefits and drawbacks of recruiting methods are analyzed and compared. Recruitment is the discovering and obtaining of potential applicants for actual or anticipated organizational vacancies. Except the recruiting methods applied, many factors could influence the recruiting efforts: image of the organization, attractiveness and nature of the job, internal policies, government requirements, and recruiting budget. There are a high number of recruiting methods which can be classified in different ways: active and passive, internal and external, print and digital methods. The principle sources of recruiting employees include internal search, advertisements (in print or digital media), employee referrals, employment agencies, educational institutions and unsolicited applicants. Recruitment alternatives such as temporary staffing services, employee leasing, and independent contractors can be used meaningfully to acquire the temporary manpower. Because of benefits and drawbacks of different recruiting methods, the task of HR management is to select and apply the right method for an efficient and effective recruiting. The recruiting process provides a basis for the selection of the right candidate and should be well accomplished.