• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    Corporate Image Is About Recruitment Difficulties.

    2011/6/2 13:00:00 48

    Corporate Image Recruitment

    Recently, listen to a man.

    Resources

    A friend of management said that the campus recruitment of GE General Company was greatly touched.

    GE has a group specializing in campus recruitment. In the early days of campus recruitment, the company investigated the corporate image of university students.

    The survey shows that the image of the company in the eyes of students is a 40~50 year old gentleman.

    In order to attract more attention from young talents, the company immediately pforms the official website into a new look - colorful and interesting.

    During the recruitment meeting, the company provided unlimited quantities of bread, mineral water, lollipop and other snacks for the students who came to attend the recruitment.

    This makes a friend of HR, a well-known domestic company, sighs. He says that there are too few domestic enterprises willing to spend so much money on recruitment.


    GE, with its existing corporate reputation, has been enough to recruit top students from colleges and universities. Why should we spend so much effort to attract young people? This is to establish and maintain a consistent image of the company. The image of the company is very important for such international enterprises.


    I can't help thinking of that.

    Home textiles

    Recruitment of enterprises.

    Since the end of last year, many home textile enterprises and even the entire textile industry have been crying out that recruitment is difficult and talent is hard to find.

    At the same time, some enterprises are using some inferior means.

    Promotion

    What is worse is the production of fake and shoddy products.

    On the one hand, enterprises shouting to build corporate culture, hire a spokesperson to publicize the corporate image, and destroy their brand image regardless of consequences.


    Many entrepreneurs believe that retaining designers and skilled workers is dependent on money. Those who give high wages can retain people.

    However, nearly half a year later, many enterprises found that even if they paid a high salary, they still did not recruit people.

    Why is this? Welfare benefits are very important, but what is more important is the image of an enterprise and its future development.

    Why are college students willing to go to famous state-owned enterprises and foreign enterprises for internship? Why are people willing to work for free without paying their wages in order to wait for a formal indicator of a certain unit? It is because it is not a temporary money, but a long-term development.

    If an enterprise can let employees see hope and see the future development prospects, it is believed that even a low salary can retain staff's heart. This is the belief in their hearts, and the establishment and support of this belief is the positive image of the enterprise.


    In the final analysis, corporate identity originates from corporate culture.

    Rather than GE's emphasis on corporate image, it is better to set up an enterprise's external image and provide intimate and warm service for its employees and related personnel. It is GE's corporate culture.

    Now many home textile enterprises are built to build up corporate culture, or to put forward a so-called cultural statement for propaganda needs and expansion needs.

    Looking at a long history of internationally renowned enterprises, corporate culture is a culture created by founders or veterans to safeguard common interests and pursue common dreams. This culture, as part of the enterprise, is passed down from generation to generation, and gradually forms a spirit of enterprises.

    Corporate culture is not a one or two word to encourage employees, nor is it to let the media publicize the key words of the brand. It is a spirit from the heart, which is recognized by every employee.

    Believing that employees have a sense of corporate culture, they will not choose to leave easily. If they have a sense of identity with their corporate identity, they will join the team.

    • Related reading

    Catch Up With Donkey Ads To Catch Up With The Top Three Executives?

    Marketing manual
    |
    2011/6/1 17:10:00
    459

    Armani Gold Principle: Multi Brand Line To Shape Brand Equity

    Marketing manual
    |
    2011/6/1 17:01:00
    449

    Creativity Is The Driving Force Of Marketing: Apocalypse Of UNIQLO

    Marketing manual
    |
    2011/5/31 14:16:00
    183

    謹記銷售中的“危險區(qū)”

    Marketing manual
    |
    2011/5/31 14:09:00
    54

    6 Enlightenments Of Jobs'S Product Concept

    Marketing manual
    |
    2011/5/31 14:04:00
    37
    Read the next article

    鄭棉高開回落 市場短期震蕩風(fēng)險較大

     ICE期棉1日收在四周新高,因棉花主要種植地區(qū)德州嚴重干旱,抵消了盤中稍早因美國數(shù)據(jù)疲弱而出現(xiàn)的下跌。ICE新作12月合約收漲1.77美分,報每磅1.3727美元;7月合約也攀升2.30美分,報每磅1.6097美元。

    主站蜘蛛池模板: www.黄在线| 午夜国产大片免费观看| 亚洲av永久中文无码精品综合| 69视频在线观看| 欧美成人精品第一区二区三区| 在线观看国产一区| 亚洲欧美日韩综合网导航| 99re5久久在热线播放| 欧美精品一区二区三区免费观看| 在公交车里要了几次| 亚洲欧美色鬼久久综合| 3d动漫精品啪啪一区二区免费| 欧美极度另类videos| 国产精品无码DVD在线观看| 亚洲国产成人综合精品| 欧美成人免费香蕉| 日韩一区二区三| 国产va免费精品观看精品| 两腿之间的私密图片| 男女啪啪漫画无遮挡全彩| 天天综合色天天综合| 亚洲欧美在线综合一区二区三区| 538国产视频| 日韩理论电影在线观看| 国产亚洲精品自在久久| 中文字幕中文字字幕码一二区| 精品国内自产拍在线视频| 天天摸夜夜摸成人免费视频| 亚洲爆乳少妇无码激情| 第一福利在线观看| 日本熟妇色熟妇在线视频播放| 国产91刮伦脏话对白| www.日韩三级www.日日爱| 波多野结衣新婚被邻居| 国产精品va一级二级三级| 久久国产精品老人性| 美女脱得一二净无内裤全身的照片| 尤物视频www| 亚洲女成人图区| 金发美女与黑人巨大交| 岳一夜要我六次|