What involves presenting an accurate and positive image of the firm to potential employees?
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During an interview, many hiring managers tend to take the perspective that a candidate needs to sell themselves to the employer. Many don’t stop to think that it’s just as important for the employer to sell the company, position, and culture to the candidate. This is a mistake that recruiters, hiring managers, and even candidates, tend to make. It is beneficial for employers to invest in selling the company as a whole to the candidate for numerous reasons – and not just for the candidate's benefit. When an employer takes the time to discover the answer to the question “What do candidates look for in an employer?” they’ll find they are typically rewarded because they can identify and retain a great employee. What matters to each candidate will vary, so it’s important to try to find the right fit. Once they achieve this, they’ll successfully hire people who are enthusiastic about their jobs and are a good fit for the company culture. Furthermore, they’ll more than likely find lower employee turnover, which can be costly. If you want to learn how to sell your company to prospective employees, here are some tips. Selling the Company to the CandidateKnowing how to sell a job to a candidate is only a part of the process, you’ll also need to market and sell your company as well. Being that roughly 70% of candidates are passive job seekers, they aren’t going to leave their current companies if they don’t see any tangible reasons to accept a new position. You’ll need to demonstrate to candidates exactly why you’d be a great employer to work for.
It’s important for you to highlight why you value new hires and how you want to invest in helping them fit into their new roles. When recruiting a candidate, look beyond your own evaluations because rest assured, candidates are going to be assessing you as well. You want to get it right because if you don’t, the best talent will either stick with their current job or turn to a competitor. Knowing what candidates look for in an employer will help you attract the best ones to join your organization. Selling the Position to a CandidateSurprisingly, many companies don’t know how to sell open positions to candidates. Hiring managers get caught up in focusing on filling their own needs rather than dedicating time to learning exactly what the candidate seeks in a job. Ideally, you want to find a candidate that will enjoy their job and then work to exceed expectations because they’re passionate about what they do. Unfortunately, some companies become so absorbed with filling the position, they neglect this important factor. When meeting with prospective employees, you not only want to share what you need, but highlight the benefits of what the position can offer the candidate in terms of personal satisfaction, professional growth, and working alongside others who feel the same way about their jobs. Start with the marketing of a position and follow the same mindset right into the interview and beyond.
To succeed, you’re going to need to know how to sell the position to get the best candidates to accept your offer. Bottom line, selling a job is much like you would market and present your product or service. Show candidates why this is a great position. Selling the Company Culture to the CandidateNext to salary and vacation time, company culture is the third most important thing to job seekers, according to a survey by Accountemps. "In today's employment market, companies need to put their best foot forward when making job offers and, beyond salary, highlight benefits that could entice candidates," said Michael Steinitz, according to IndustryWeek. "Professionals want to be hired by organizations that support work-life balance and have values that align with their own. An attractive corporate culture can go a long way toward recruiting and retaining top talent." The interview is the perfect opportunity to upsell your company’s culture!
You can bank on the fact candidates will be actively scouring social media and job sites to read reviews of what it’s like to work for your company. Aside from knowing what’s out on the web, you can also help to positively form your company’s reputation and strong culture before and during the recruitment process. (Discover you aren’t making the grade? Be sure to immediately start taking steps to correct cultural issues). Put Yourself in the Shoes of the Candidate: Idealizing How You Would Want the Position and Company Sold to YouOne of the best ways to sell an open position, the company, and its culture is to put yourself in the shoes of the candidate. Think about what would be important to you and then look within the company to see if it effectively meets what YOU would want as a candidate. Once you can identify the various benefits of working at your company from a candidate perspective, you can help frame conversations to highlight the very best aspects of the job and the company. The key to success throughout the recruitment process is to be deliberate and accurate. You never want to misrepresent a position or the company to lure a candidate in. Eventually, they’ll learn the truth, either before or after accepting an offer. You don’t want to risk gaining a negative brand reputation as an employer. The goal is to retain top talent, not disappoint them because they find the job or company isn’t a good fit. Not every person is the right fit for an organization nor is every organization the right fit for a person. Hiring the right candidate is essential for both parties. By accurately presenting the job, your company, and its culture, you significantly increase your chances of finding the right candidate – the first time. In the end, this makes for a win-win for everyone involved.
What involves presenting an accurate and positive image of the firm to those it is recruiting for jobs?Recruitment branding involves presenting an accurate and positive image of the firm to those being recruited.
Is an organization of employees formed to represent workers in their disputes with management over wages hours and working conditions?A labor union represents the collective interests of workers, bargaining with employers over such concerns as wages and working conditions. Labor unions are specific to industries and work like democracies.
Which demographic groups is having the greatest impact on the growth of the franchising industry?While Generation X (ages 41-56 in 2021), has shown the greatest share of franchise interest for some years, that share may have peaked in 2020 at 48.2%, based on year-to-date data in 2021 through June.
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