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Corporate Image Is About Recruitment Difficulties.

2011/6/2 13:00:00 48

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Recently, listen to a man.

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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.

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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.