How to use recruitment to shape corporate brand image?

But the biggest headache is that the recruitment directors of unknown enterprises, no matter what ways and methods are adopted, are difficult to recruit workers to varying degrees. On the other hand, many hiring managers complain that the brand image of enterprises is not strong enough to attract outstanding talents to join. Then, is brand management only the responsibility of marketers, or can human resources departments also help shape the brand image of enterprises? The overall marketing concept oriented by market demand clearly tells us that all departments must assist the marketing department to integrate resources to meet market demand and gain market competitiveness. Therefore, all aspects of talent recruitment, which have a great influence on the spread and shaping of corporate brand image, have gradually become a new field of concern for brand managers. This paper will analyze how to use recruitment to shape corporate brand image from all aspects of recruitment. 1. Recruitment channels affect job seekers' evaluation of corporate image. In recent years, home appliances, communications, banks and real estate giants have all recruited college graduates through campus recruitment, and each recruitment channel covers almost 365 and 438+0 key universities in various provinces and cities across the country. This recruitment strategy of "dancing with wolves" has greatly promoted the brand image of the enterprise. There is a simple reason. Colleges and universities welcome excellent enterprise campus recruitment, and at the same time evaluate the strength of enterprises. Then, enterprises that can enter famous universities in various provinces and cities show their strong strength and also affect the employment intention of job seekers. On the contrary, in order to attract talents, many insurance companies at home and abroad try their best to attract all kinds of talents to join, and at the same time, the cruel elimination leads to the yearning and fear of talents for insurance companies. Then, insurance companies that can't recruit enough talents have to set up stalls in the ordinary talent market or the labor market to recruit people. As a result, it can be imagined that it is hard for truly outstanding talents to believe that companies that recruit talents in the labor market will be excellent to what extent. Therefore, enterprises should choose appropriate recruitment channels to flaunt their value according to their own brand image positioning, and must not abuse recruitment channels. The long-term effective recruitment method is to publish recruitment information through the enterprise website. Of course, enterprises with low brand influence can consider cooperating with excellent talent recruitment websites or institutions. For example, can small and medium-sized enterprises consider participating in the "XX Golden Collar World Job Fair", setting up personal virtual posts, offering an annual salary of X million, and arranging booths next to well-known brand enterprises like sales promotion, and making exquisite publicity materials, including: X-channels, corporate culture posters and leaflets, corporate profiles, job introductions, etc. And recruiters have also received professional etiquette and skills training. Second, the enlightenment of call center telemarketing to recruitment notice. Presumably, everyone has had the experience of receiving telemarketing services from mobile operators. What's more, they were "conquered" by marketers in just one or two minutes, and they were very satisfied with the business they bought. However, we have to admire the efficient communication skills and good professionalism of mobile operators' marketers. Mobile companies have high requirements for telemarketers, such as "confirming the owner", "confirming the purchase" and "confirming clearly", and maintaining the corporate brand phenomenon every marketing call.