Attention Should Be Paid To Brand Image In Recruitment.

According to the survey, the recruitment managers of Procter & Gamble, Unilever, WAL-MART, China Mobile, Bank of China (601988, stock bar) and Lenovo and other brand enterprises simply need to update the recruitment information, and their resume is like snowy and overwhelming. However, what is most troublesome is the recruitment director of an unknown enterprise. No matter what way and method is adopted, it is difficult to recruit workers to varying degrees. Conversely, many recruiters complain that the brand image of a company is not strong enough to attract talented people to join. Is brand management just the responsibility of marketing personnel, or can human resources department help shape the brand image of an enterprise?

Market demand oriented concept of total staff marketing clearly tells us that departments must assist marketing departments to integrate resources to meet market demand and gain market competitiveness. Therefore, every aspect of talent recruitment which has a great impact on the dissemination and shaping of brand image has gradually become a new field of concern for brand managers. This article will analyze how to use recruitment to shape the brand image of the company from all aspects of recruitment.

First, recruitment channels affect job seekers' evaluation of corporate image.

In recent years, home appliances, telecommunications, banks and real estate giants have been recruiting graduates from universities through campus recruitment. Each recruitment channel covers almost 31 key universities in the country. This recruitment strategy of "dancing with Wolves" has greatly promoted the brand image of enterprises. The reason is very simple. Colleges and universities welcome highly qualified enterprises to enter campus recruitment, and at the same time, evaluate the strength of enterprises. So, the enterprises that can enter the famous schools in all provinces and cities can show the strong strength of the enterprises themselves, and at the same time, affect the intention of job seekers' employment. On the contrary, many insurance companies at home and abroad attract talents by all means and costs in order to attract talents. At the same time, cruel elimination leads to the yearning and fear of talents for insurance companies. Then, the insurance companies that can not recruit enough talents have to set up points and recruit talents in the ordinary talent market or labor market. As a result, it can be imagined that truly talented people are hard to believe to what extent the companies that recruit talents in the labour market will be excellent.

Therefore, enterprises should locate their own brand image and choose suitable recruitment channels to flaunt their own value. The long-term and effective recruitment method is to use the enterprise website to issue recruitment information. Of course, enterprises with low brand influence can consider cooperation with excellent talent recruitment websites or agencies. For example, can SMEs consider participating in the "XX gold collar world recruitment fair", setting up individual virtual jobs, issuing annual salaries of X million, and arranging sales booths beside famous brand enterprises as well as promoting sales, and making exquisite promotional materials, including: enterprise culture, enterprise profiles and X exhibition frames, posters and leaflets, etc., and recruiters are also trained through professional etiquette and skills.

Two. Call center telephone marketing inspiration for recruitment notice

Everyone must have had the experience of receiving telemarketing service from mobile operators. What's more, they were "conquered" by marketing personnel in a short span of one to two minutes, and they were very satisfied with the business offered by purchasing. However, we have to admire the efficient communication skills and good professionalism of mobile operators. The requirements of Mobile Corporation for telemarketing personnel are quite high. For example, every marketing telephone must be "confirmed machine owner", "confirm purchase", "confirm clearly" and maintain the brand phenomenon. It can be said that telemarketing for a few minutes, ten years of work on the stage, telemarketing personnel must carry out professional training before calling the line, including business knowledge training, telephone marketing script training, customer FAQ training, simulation testing, etc., to ensure that every phone call can satisfy customers and win the promotion of business.

Is there any professional training for the recruiter in reality? A Research Report on job search shows that if the recruiter is able to confidently, clearly and clearly introduce the company and job related information in the phone call, and can respond flexibly to the interrelated questions of job seekers, job seekers generally have a good first impression of the recruiter's ability and corporate image, and are willing to try an interview. This kind of telephone notification is easy for experienced recruiters, but the vast majority of recruiters need professional training to achieve this level. Therefore, recruiters need to design simple company profiles, job descriptions, job related responses and professional training before making phone calls to ensure that they maintain professional image and enhance brand image in telephone notices. In addition, companies need to confirm the interview information with the job seekers through SMS or emails that embody the company's image. For example, when applying for a post in Hisense Shenzhen branch, the applicant will receive the SMS confirmation from Hisense headquarters in Shenzhen after receiving the phone call from the Shenzhen branch, which will further strengthen job seekers' determination to interview.

　　 Three. The details of the trial affect job seekers' judgment of the business.

Every professional person has had a job search experience. We can imagine a scenario: but when you arrive at the interview place, the person responsible for the recruits kindly receives himself and arranges to wait in the lounge and provide drinking water. If the person in charge of the interview is in a special situation, the person in charge will sincerely apologize and tell the definite waiting time; if interviewed with the person responsible for the interview, the interviewer is also very polite to communicate with himself, through efficient communication and understanding of his ability and inform the requirements of the enterprise, so as to find an effective match between the business and personal needs. We have no reason not to believe that such an interview, even if it fails, will leave a good impression on the job seekers. On the contrary, those who are irresponsible to the job seekers, waste the time of job seekers, and ignore the existence of job seekers, are not only hard to recruit suitable talents, but will also affect the negative judgement of job seekers and their friends on the enterprises, which has a greater negative impact on the corporate image, especially the industry with scarce talents. Therefore, the recruited personnel must improve their quality, ensure that they can leave a good image for the job seeker and maintain the brand image of the enterprise.

Four. Entry training content and lecturers affect the retention of job seekers.

Although entry training is no longer part of the recruitment process, many well-known enterprises have increased training links in the first trial, so that job seekers have a deeper understanding of the general situation of enterprises, corporate culture and job abilities, and ensure the recruitment of talents that are truly suitable for enterprises. These cases are more common in recruitment and consulting firms recruitment. In addition, content and lecturers in entry training also affect job seekers' judgment of the business. In terms of entry training or enterprise recruitment and other contents, it is best to let senior and senior leaders of enterprises or excellent new employees complete. Beautiful, SKYWORTH and Lenovo and other well-known enterprises in the campus recruitment of commonly used outstanding new employees to share their job experience with their teachers and sisters, has played a good publicity role in corporate brand promotion.

In short, all aspects of recruitment have a significant impact on the brand image of enterprises, especially the enterprises whose own brand phenomenon is not dominant. Employees are the internal customers of an enterprise. Only the satisfaction of customers will establish strong corporate brand. The details determine whether success or failure will be applied in the recruitment process.