The Recruiting News
New interbiznet Bookclub
interbiznet
Find out more
Got a news tip?
Articles |
Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers
Pretty Good (May 5, 2003) -- The commercials are running regularly on CNN. It's a powerful and compelling pitch. Walmart, it turns out, is far ahead of most in the move to Employment Branding. It's clear that Walmart is trying to jump into the lead in the race for resources that will accompany the coming uptick. Whoever put the television ad campaign together ought to be congratulated. They also ought to be asked to contact the people who run Walmart's career site. Far better than most, the career section of Walmart's website has easy access to investor information, charity programs, employee profiles and benefits information. There's a jobs database, a way to submit resumes and the best spin possible on life in Northwest Arkansas. Although Walmart employs over 1,000,000 "associates", the vast majority of those jobs can not be filled using the internet. (Even TGI Fridays moves waiters and waitresses over the internet.) Instead, one goes to the internet to discover that the best way to apply at Walmart is
In a way, that's okay. The rest of the functioning detail of the employment site is a contradictory and badly planned execution. If candidates actually used the internet to apply for a job, they'd encounter a maze of contradictions. For example:
Even in Northwest Arkansas, internet penetration is deep enough that the employment section of the Walmart page is the first encounter candidates have with Walmart as an employer. It's a very bad first impression. While the corporate message is "We put our people first." That is, of course, unless they use the internet to apply for a job. Employment branding is far more about the experience of looking for work at a company than it is about good television ads. We'd suggest that Walmart pull the ads until their website is up to snuff.
- John Sumser, © TwoColorHat. All Rights Reserved.
Your ATS is a brand-building machine,
Applicant tracking systems (ATS) are about managing candidate flow, right?
Most people assume you invest in an ATS to build a talent pipeline, boost a recruiter's effectiveness,
and lower cost-per-hire.
But according to Jeremy Shapiro, Senior Director of e-Recruiting Solutions at Bernard Hodes Group,
an ATS can have a major impact on your employer brand,
as well as on the relationship you're trying to build with active and passive candidates.
In Shapiro's mind, how an ATS is designed and integrated into your candidate-care program
can be the difference between a talent pipeline bursting with potential-or
one that's dripping a slow death. Read our full interview with Shapiro at:
http://www.hodesiQ.com/branding
Home | ERN | Bugler | The Blogs | Blogroll | Advertise | Archives | Careers Copyright © 2013 interbiznet. All rights reserved.
|
Electronic Recruiting News
FEATURES:
RESOURCES:
ADVERTISING: RESOURCES:
RECENT ARTICLES:
Stocks We Watch:
|