Recruitment marketing refers to the tactics used to attract top talent in the pre-applicant phase of hiring. Notably, the notion of attracting candidates borrows best practices from the discipline of marketing, but with prospective employees, rather than customers, as the target audience.
It’s awesome to see a new recruit acing their first week on the job. They’re thriving. Already connecting with clients and colleagues. Meshing well. It’s evident they’re aligned with the company mission and philosophy. Job well done, recruiter.
Defining Cultural Fit and Diversity The Right Way Can Lead to High Performing Teams.
Sometimes it seems impossible to find good engineers in this tight market. Without talented people, your company may struggle to stay competitive. Many recruiting tactics that were successful in the past have lost their effectiveness due to market changes. New hiring trends are emerging to adapt to this new recruiting landscape.
We all know that top engineering candidates are hard to come by in today’s market. Headhunters can often be the way to go when you’re trying to identify and attract the cream of the crop in your unique field, but can you really afford one?
Anyone who has managed employees in an office environment has had to deal with a less-than-stellar performer from time to time. But when is enough enough? How do you decide that it’s time to pull the plug, especially with a hard-to-replace engineer or specialist.
In today’s competitive talent market, finding and recruiting a good engineer can be difficult, and finding one with the right skills who also works well within your company culture can seem like an impossible task. But does it really need to be so hard?
Much has been written about why companies should foster a distinctive culture. For organizations of all sizes, thoughtful investment in company culture helps retain the best talent and drive stronger results.