Don’t\r\never think that marketing a company is limited to the Marketing Manager only.\r\nWhether you realise it or not: every single employee is to some extent a\r\nmarketer for their company. However, an HR Manager has not just the task of\r\ninterviewing and hiring people but to make sure that the image of a company is at\r\nall times positive. There are many ways on how recruiters can harm their own\r\ncompany’s reputation.
"},"body":{"body":"Don’t ever think that marketing a company is\r\nlimited to the Marketing Manager only. Whether you realise it or not: every\r\nsingle employee is to some extent a marketer for their company. However, an HR\r\nManager has not just the task of interviewing and hiring people but to make\r\nsure that the image of a company is at all times positive. There are many ways on\r\nhow recruiters can harm their own company’s reputation. For example, by not\r\npreparing effectively for the interview, by letting candidates wait for days or\r\neven weeks to reply for first time or follow-up interviews, by making\r\nlast-minute modifications during the interview process regarding job roles and\r\nduties, by not being honest to candidates or by treating them disrespectfully.
Word-of-mouth is still the most effective and\r\ncheapest way of promoting a business. Thus, companies need to realise that\r\nnowadays there are specific websites in which candidates can easily voice their\r\nopinion or share their experiences with people from all around the world. Here\r\nwe are talking about two groups: the ones who tell others how their job\r\ninterview experience was and the others who share their personal experience on\r\nhow positive and negative it was to work at certain companies. Let’s not forget\r\nsocial media websites which make it very easy to spread negative comments –\r\ninstantly and for free! So, do you still think that it doesn’t matter and that\r\nit doesn’t have any impact on your company’s image and success?
Let’s bear in mind that every time a job applicant,\r\na current or prospective client, a supplier or any other stakeholder is\r\ninteracting with a company it leaves a certain impression about a company. The\r\nquestion is: is it a good one or a bad one? Imagine you got invited for a job\r\ninterview… you think this is a great company but after reading several personal\r\nexperiences from previous employees you get a completely different view and\r\ninsight into this company. To be honest, who would not read up in advance what\r\nother people have to say about what it feels like working for company xyz\r\nbefore heading to an interview?
The responsibility of an HR Manager is therefore to\r\nmake sure that candidates during the recruitment process are having a positive\r\nexperience. Now, that will be a real challenge considering the fact that only\r\none person will land the job while others will need to be rejected\r\ndiplomatically. How can a company still manage to provide them with a positive\r\nexperience? Here are some steps you can take to not upset your candidates:
Companies are busy in their daily tasks and\r\nproviding everyone with timely and reasonable feedback is not easy. However, think\r\nof potential negative consequences: great talent can be lost, the number of\r\nclients might decrease and your reputation (corporate and personal) can suffer.\r\nOnce I approached a newspaper company for a freelance job as occasional\r\ncolumnist. The fact that this media company did not make any effort at all to\r\nreply to my proposal led to the cancellation of my annual subscription.\r\nRemember that a poor candidate experience can have an impact not only on your\r\ncompany’s sales figures but also your corporate image. NEVER UNDERESTIMATE THE\r\nPOWER OF TODAY’S LITTLE NOBODIES IN THE ONLINE WORLD! The bigger your company\r\nis the more cautious you should be. Seriously!
The marketing and HR department within a company\r\nhave to work together very closely in order to attract great talent in a quick,\r\nprofessional and effective way in the future. An HR Manager might have great\r\ninterviewing and specific technical skills but it doesn’t make the person\r\nautomatically a good corporate brand manager. In this case, offering specific training\r\non “How to be an enthusiastic corporate ambassador” would be a wise investment.\r\nThe participation of all other employees would be highly beneficial and should\r\nbe encouraged too.
"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-06-16T16:50:15.213Z"}},"pageContext":{"id":"7fc4e42e-42cd-5229-adb5-05760499e08c"}}, "staticQueryHashes": []}