Perfman HR: ADVERTISING A POSITION
"Talent: Attract it
"Talent: Attract it. Nurture it. Mentor it. Reward it. Create the context in which it can thrive." Thomas J. Peters, coauthor of In Search of Excellence.
Once you've decided what type of person the job requires, it's time to start looking. If you're lucky, the right person will walk through the door, resume in hand, hoping to work for your company. But it doesn't often happen that way. Most likely, you'll have to engage your company's human resources department. If you handle human resources yourself, prepare for some decisions. Right off the bat, you have to figure out how to spread the word that you're searching for a new employee. There are so many places to spend your candidate-recruiting Rupee that it's hard to know where to go first.
Traditionally, employers have used classified ads or recruitment firms to fill in jobs; display ads in newspapers and industry-specific journals as well as recruitment firms to fill low- to mid-range professional jobs; and executive search firms to fill senior professional and managerial positions. And these approaches still make a lot of sense. According to an article at Naukri.com, the statistics suggest that most job seekers with incomes lower than Rs. 25,000 still rely on newspapers, and only half of them use the Internet. Therefore, when you're trying to fill entry-level and lower-wage positions, you are likely to reach all the potential applicants you need through your local paper. On the other hand, the Internet has become a major recruiting channel: The same study revealed that three-quarters of people under 35 and people with higher incomes use the Internet. The Web is home to a fast-proliferating number of job boards, including sprawling sites with thousands of listings, and niche job boards like aimed at particular segments of job hunters. If you are seeking talented young candidates, online advertising is quick and easy. Many job boards require nothing more of you than an e-mail address and an Internet connection. Local and national resume databases offer a huge pool of candidates. Because space is not as tight as it is for print ads, you have room to talk up the benefits of the job or aspects of your company's culture that might appeal to job-seekers. Major career boards also work to ensure that the database is up to date and offer profiles of candidates actively looking for positions. In addition, database management tools such as PC Recruiter, Resume Direct, and Black Dog Recruiting allow you to track where you are in the hiring process. Check online under keywords "database management, hiring and recruiting" for a list of current software products to help you manage your recruiting process.
BUILDING DIVERSITY
"You can't build a great company without great people, and great people are not just white, straight men aged 25 to 40," Joe Gregory, of Accenture told the New York Times. To build a diverse work force that brings a variety of points of view to the problems of your business, consider doing the following:
Advertise in publications read by the individuals you want to attract.
If you use a recruiter, let the recruiter know you are interested in building a diverse workforce.
Create employee groups for women, gays, and racial and ethnic minorities to signal your company's interest in minorities.
Look for clues to a person's minority status in a resume. These include academic connections, professional activities, and civic or employment-related committees that are minority-related.
SOURCE: "The Fork in the Road" by Jenny Anderson, New York Times (August 6, 2006)
Perfman HR: ADVERTISING A POSITION
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