It’s a funny thing really. We share our corporate culture through slick marketing and branding efforts. However, it’s a very different thing to be sitting across from a candidate, fielding culture questions during the interview process.
An oft-repeated truism is “you only get one chance to make a first impression,” and all of us, I’m fairly certain, have stories and examples of times when we judged an individual upon first meeting based on either body language, behavior, or some other contextual factor.
Tying your company brand to the recruiting process will help strengthen the onboarding experience and increase employee engagement. Here are 3 ways to get started:
Recruiting got you overwhelmed? I know the feeling. We search Facebook and Twitter, #hashtagging away with key words and exciting posts about job openings, sometimes to no avail. Where else to search?
We’ve all had an experience that we weren’t quite sure really belonged on our resume. From a short stint at a retail store to an online degree program that doesn’t appear to be very prestigious. We question the need to actually include some of these details and wonder how much information is really necessary to the job we’re applying for.