tag:blogger.com,1999:blog-3623132.post115186348105753522..comments2024-03-19T16:45:12.628+05:30Comments on Exploring The Future of Work : More on employer brandingGautam Ghoshhttp://www.blogger.com/profile/04691216163099240523noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-3623132.post-87711687371936210392019-03-11T14:44:54.705+05:302019-03-11T14:44:54.705+05:30employer brand
Positive Candidate Experience - J...<a href="https://gojobflix.com/about.html" rel="nofollow">employer brand</a><br /><br /><br />Positive Candidate Experience - JobFlix take the guesswork out in your quest to find the most employers brand and suitability talents, saving you time and resources. Toolkits, Guides and Reports to help you in your Talent Acquisition.<br /><br /><br />to get more - <a href="https://gojobflix.com/about.html" rel="nofollow">https://gojobflix.com/about.html</a>mustak shaikhhttps://www.blogger.com/profile/13135675545577903651noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1152211074493326162006-07-07T00:07:00.000+05:302006-07-07T00:07:00.000+05:30This is very much happenning in the west. Companie...This is very much happenning in the west. <BR/><BR/>Companies are sniffing the web to digg the histories of the people they are hiring. <BR/><BR/>There was an article in new scientist about it. The link is here -<BR/><BR/>http://www.newscientist.com/article/mg19025556.200?DCMP=NLC<BR/><BR/>I hve given some Indian matrimoney twist in my post here - <BR/><BR/>http://rajatgupta.wordpress.com/2006/06/29/pentagon-is-snooping-my-blog/<BR/><BR/>rajATAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1151956497690489692006-07-04T01:24:00.000+05:302006-07-04T01:24:00.000+05:30The two main points are:* Do we really care about ...The two main points are:<BR/><BR/>* Do we really care about what is written online about us as employers (or guardians of the employment reputation)<BR/>* Do we care whether there is an expectations mismatch, especially among new joiners<BR/><BR/>The quick answers are yes, and most certainly yes.<BR/><BR/>Discussions online about how it is to work for any big company have been going on for years, it's just that the medium has broadened. Sites such as Vault have considerable readership and a good history. There are also email discussion groups, message boards etc. Of course there are new technologies that are increasingly been used but my take is that the communication is nothing new, it's just that the platforms have shifted.<BR/><BR/>How do those of us who are responsible for employment branding respond? We monitor, we develop crisis plans, we engage where necessary. If nothing else it should be treated as feedback.<BR/><BR/>Expectations mismatch is a much bigger issue and should be one of the key metrics of the recruitment department. Look at any firm and do an analysis of resignations over time and you see a pretty constant pattern - lots of people leave in their first year and the chances of someone resigning after their 15th is probably under 1% each year. To reduce turnover your initiatives should focus on early on a career within the firm.<BR/><BR/>Putting in a formal measurement of climate at regular stages in the first year is wonderful as a way of identifying issues and start correcting them. It gives people a channel to vent frustrations, but unlike the blog it probably helps get them fixed. Bloggers tend to vent publicly when they feel nobody internally will listen / it won't change matters.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-1151905469400307082006-07-03T11:14:00.000+05:302006-07-03T11:14:00.000+05:30Have posted a reply on my blog.Have posted a reply on my blog.Ajit Chouhanhttps://www.blogger.com/profile/15086521895202280734noreply@blogger.com