English masters please come in! ! urgent! !

The recruitment process in the corporate brand damage

Now, no one will deny that the recruitment of human resources management in the enterprises of the importance, but today is not to talk about how to improve the effectiveness of the recruitment problem, but how to spread through recruitment, a corporate image, or the recruitment process to avoid damage in the corporate image of the Occurred.

First, the recruitment process in the corporate image damage

Is a typical situation is that the candidates be felt in the recruitment of the unjust and non-human nature of the experience, if not exactly the candidates were recruited companies, this feeling will be more strong, the usual response is to the people around Talk of his "experience", or simply write messages linked to the network - I think we all have seen similar posts, many forums have a job recruitment Edition.

Small not such seemingly "negligible" in the corporate image damage. In its description of the parties "experience" in the process often with a strong sense of discontent, and this can not biased, one-sided, and such emotional content Quegeng accessible on the web fast v. large-scale dissemination, especially when these "experienced "Related to some well-known enterprises. And another candidate, even proposed that the netizens to boycott the company's products, such extreme cases occurred in the general recruitment companies develop clear discriminatory recruitmen

t policy.

Second, the recruitment process in the destruction of common brand of several categories of typical situation

(A) recruiting activities for unreasonable candidates dissatisfied with the result. For example, enterprises have informed all candidates at the same time to interview the company, resulting in long waiting for the candidates, Daidao interviews with a very short time (minutes) that is the end of interviews, or even wait for the candidates in time to leave; Moreover, enterprises in the Fun Days circumstances notify field candidates interviewed, asked the results are preliminary understanding of problems and very dissatisfied with the candidates. And so on, actually shows that, regardless of enterprises, or candidates, are likely to reach a labor agreement to pay a considerable cost, and the strong side of the business is not as a candidate for the disadvantaged party to pay the full cost considerations.

(B) recruitment of individual behavior led to dissatisfaction with candidates. Recruitment of staff in the recruitment process should focus on whether candidates for vacant posts, and some recruits are too many candidates for the expression of personal likes and dislikes. For example, in the case of the students at their own expense, whether the well-off , and other personal problems of the struggle, side clearly reflects the recruitment of staff who are well off and can not be adopted due to internal college entrance examination in the you

ng people of prejudice. Recruitment of staff must hide individual candidates on the first impression or to answer questions in a provocative performance of the reaction, no matter how the final hiring decision-making, recruitment officers do not have to over-react, because it is in your interview, not to be candidates "interview" the recruitment Commissioner.

(C) recruitment policy led to dissatisfaction with candidates. Some enterprises developed a number of a certain extent, contrary to the principles of fair employment enterprises, such as not hiring a business requirement of hepatitis B virus carriers, which triggered a wide range of public opinion support, "in the public forum of hepatitis B 'showing utter devotion', A netizen in detail a list of all the enterprises producing products roster, the joint users of these products to resist the post-click rate has reached as much as tens of thousands "of sex discrimination is naturally Jianguaibuguai, but the" name "discrimination came again, such as After-sales service positions rejected , "Jia" name candidates, and financial refused to "PEI" name; have the blood type of discrimination, such as recruitment, marketing manager positions, must be a type O blood type B or type. Because the "O-or B- type distress to calm the situation calmly, loyalty, psychological quality, good at mastering the complex and volatile market environment." These basic requirements of posts has nothing to do with competence. Although these enter

prises will not open recruitment policy, and take internal control of the means of implementation, but as China's employment problem as the people's livelihood of the important issues, fair employment that the "disaster area" will certainly pay attention.

(D) "strange" result in the recruitment of candidates dissatisfied with the topic.

Third, brand damage is the comprehensive result of various factors

(A) grim employment situation reinforces the "buyer's market" mentality

In the current graduation is unemployment, the question of returnees changed circumstances, presumably when the face of recruiting candidates, especially when faced with some low-level job candidates when, inevitably some "buyer's market" mentality of superiority, is likely to In meeting rooms also a long row of a team of candidates for interview. There is a saying to express the very image of such a mentality, called "two-legged Ham Buhao Zhao, the two legs of people everywhere." This is the main reason, a lot of weird recruitment policies are formed in such a mentality, but China still lacks a workable, fair and strict employment protection will exacerbate the problem.

Add: (b) do not attach importance to the recruitment process in the "software"

Although enterprises attach great importance to the process of marketing the brand communication, but most companies will not implement the brand awareness of human resources management in the past. In fact, any exchange of i

nformation with the outside world in acts are corporate brand communication process, and the recruitment process is typical in the management of the brand one way communication. This is what many enterprises started to pay attention to one of the reasons why an employer brand, because the employer brand is the brand extension.

Although many enterprises attach great importance to the campus recruitment, recruitment of special packaging will be the image of the "hardware", such as booth layout, staff dress code, and so on, but often the problem is the "software", therefore, should be more of Human Resources Attention to the "software".

(C) recruitment organizations lack of experience

Many "non-human nature" of the organization is not to recruit businesses to recruit staff from the candidate's neglect, when they face a large group were losing their patience, and even some of the candidates outraged when organizers recruited in the hearts Is the tension , because they also hope to recruit more organizations smoothly, even if they face the candidates of the "question" remains "Zuiying" In fact, it is "Selineiren" are not willing to publicly admit that the lack of experience led to mistakes and to work.

Therefore, it is necessary to recruit very many organizers have accumulated some experience in the recruitment organizations, so that the recruitment of more smoothly carried out. As the recruitment of staff, to help interview candidates the successful co

Impletion of the responsibility, because this actually helps enterprises better identify talent.