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Employment Branding IV (August 30, 2004) As we continue to look at the 'The Elements Of An Employment Brand Checklist' (see figure 1), we review the details of the specific elements and processes that are involved in a consistent employment brand-building endeavor.
Clear Staffing Requirements Definitions Survey the hiring managers, who are responsible for the requisitions (and their managers, if possible), to determine the volume of additional requirements over the coming year. Interview incumbents and evaluate the likelihood that the company wants "more of the same." Collect information from the hiring manager about the qualities that are desirable in an ideal candidate.Summarize the findings and perform a demographic analysis (as described below).
Medium Term (1-3 years) Directly translating a Strategic Plan into rough planning estimates for hiring requirements is straightforward. The Plan will have growth percentages and revenue approximations. Simply divide the current headcount by the current numbers and apply the ratio to the scenarios presented in the Strategic Plan.
Long Term (3-5 years)
Prioritization and Budgeting Some categories of employees may be better branded through another mechanism. Staffing companies, executive search firms, and even some websites offer the capacity to reach out to specific subsets when the internal costs do not justify the development of a comprehensive delivery mechanism. Employment Branding IEmployment Branding II Employment Branding III - John Sumser © TwoColorHat. All Rights Reserved.
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