Via: www.adsoftheworld.com
Monday, October 25, 2010
R/GA Explores the personal lives of employees
The recent video that has been posted covers the DJs within the company.
http://www.facebook.com/video/video.php?v=742661952697
A previous video post tackled those that had tattoos.
Dipping into the lives of your current employees allows you to define an image of your comapny that potential candidates can identify with. The highlights may not speak to all of your employees but it opens the door for a discussion and sets the tone of your company for employees. While your company may not be quite as informal as to highlight DJing and Tattoos, there is always something within the lives of your employees that candidates can connect with and you can utilize to establish a founding bond between your company and potential hires.
http://www.facebook.com/video/video.php?v=742661952697
A previous video post tackled those that had tattoos.
Dipping into the lives of your current employees allows you to define an image of your comapny that potential candidates can identify with. The highlights may not speak to all of your employees but it opens the door for a discussion and sets the tone of your company for employees. While your company may not be quite as informal as to highlight DJing and Tattoos, there is always something within the lives of your employees that candidates can connect with and you can utilize to establish a founding bond between your company and potential hires.
Thursday, October 14, 2010
Monday, September 13, 2010
QR Codes and Recruitment
SourceCon posted an article recently about using QR codes in recruitment.http://www.sourcecon.com/news/2010/08/24/qr-codes-and-sourcing-is-it-social/
It seemed that most of the time companies using the codes would direct applicant to their main recruitment page.
I see QR codes being as effective as text campaigns for short term events like a large scale hiring event over the course of a month. I would use them to direct candidates to specific detailed pages that can offer information that was unable to be placed in the print ad (maybe include full positions lists or candidate requirements.)
In comparison with a text message campaign, the QR codes do not limit you to 140 characters. It would be interested to see what kind of detailed data could be retrieved from a QR code campaign. With texting, after the campaign runs you have the phone numbers of those that volunteered for information, is there anything comparable for the QR codes?
Here is another recruitment note about QR codes and Siemens' recruitment campaign:
http://www.recruitingfly.com/siemens-recruiting-with-qr-codes/
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