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Initial Remarks ; Contents; Contributors ; Authors' Profiles; Part I ; HR Marketing and Recruiting; Introduction; HR Marketing; Recruiting; Employer Branding; First: Analyze Competition; Customize Messages; Address Directly; Allow Local Differences; Make a Project Plan; Don't Make it an "HR Thing"; Digital Recruiting; Don't Simply Map Existing Processes to a New Technology; Treat the Candidate as Your Customer/Understand Your Target Audience; Define Metrics; Take Decisions Based on Data, Not on Opinions; Design a Strategy; Identify and Implement Some Quick Wins with Technology
Understand When You Do and Don't Need In-house ITBe Aware of Technology Paradigm Shifts and the Hype Cycle; Monitor the Trends and Stay Up to Date; Recruiting Events; Seize Marketing Opportunity; Treat all Applicants with Equal Respect; Keep Conversations Short; Involve Hiring Managers; Don't Assume all Audiences are Alike; Don't Underestimate Organizational Effort; Don't Underestimate Information Capturing; Don't Forget to Include Technology in the Event; University Relationships; Invest in Relationships; Be Mindful of Compliance Aspects; Cultivate Win-Win Attitudes and Behavior
Appoint a Liaison OfficerDo Not Overlook Less Well-known Universities or Companies as Partners; Do Not Be Limited in the Scope of Collaboration; Do Not Let a Partnership Terminate with the Departure of Individuals Who have Initially Championed It; Employee Referral Programs; General Advice; Consider Non-Monetary Rewards; Year Round ERP and Unlimited Referrals; Break Payments into Installments; Continuous Management and Promotion of ERP; Fluctuating Rewards and Schedule; Internship Management; Use Internships for Long-Term Recruiting; Use Internships to Freshen Up Your Company Culture
Combine with University RelationshipsDon't Use as a Low-Cost Capacity; Engage Senior Leaders and High Potentials; Trainee Programs; Be Certain There Is Need for Trainees; Careful Assessment; Clear Communication; Be Supportive; Monitor Systematically; Consider Replacing the On-Job Probation with Trainee Program; Do not Over-promise; Don't Ignore the Interests of Existing Employees; Don't Allow Mentees to Lose Their Mentors Abruptly; Follow Through to the End, and Beyond; Vocational Training; Ensure Cooperation and Alignment Between Companies and Schools; Invest in Education of Teachers
Don't Exceed DemandDon't Use Apprentices as Cheap Workforce; Take Care of the Participants; Drive Participants' Engagement; Blue Collar: Pay for Working Clothes for Better Branding; Implement New Teaching Methods; Executive Search; Be Aware of the Magnitude of Hiring the Right or Wrong℗ Executive; Decide on a Partner-Not on a Service Provider; Carefully Decide on a Fee Structure; Don't Only Focus on Cost; Don't Forfeit Your Image at Your Candidates; Selection Methods; Tailor the Selection System to the Competencies Required for the Job; Use a Holistic Approach; Train Selection System Users
Understand When You Do and Don't Need In-house ITBe Aware of Technology Paradigm Shifts and the Hype Cycle; Monitor the Trends and Stay Up to Date; Recruiting Events; Seize Marketing Opportunity; Treat all Applicants with Equal Respect; Keep Conversations Short; Involve Hiring Managers; Don't Assume all Audiences are Alike; Don't Underestimate Organizational Effort; Don't Underestimate Information Capturing; Don't Forget to Include Technology in the Event; University Relationships; Invest in Relationships; Be Mindful of Compliance Aspects; Cultivate Win-Win Attitudes and Behavior
Appoint a Liaison OfficerDo Not Overlook Less Well-known Universities or Companies as Partners; Do Not Be Limited in the Scope of Collaboration; Do Not Let a Partnership Terminate with the Departure of Individuals Who have Initially Championed It; Employee Referral Programs; General Advice; Consider Non-Monetary Rewards; Year Round ERP and Unlimited Referrals; Break Payments into Installments; Continuous Management and Promotion of ERP; Fluctuating Rewards and Schedule; Internship Management; Use Internships for Long-Term Recruiting; Use Internships to Freshen Up Your Company Culture
Combine with University RelationshipsDon't Use as a Low-Cost Capacity; Engage Senior Leaders and High Potentials; Trainee Programs; Be Certain There Is Need for Trainees; Careful Assessment; Clear Communication; Be Supportive; Monitor Systematically; Consider Replacing the On-Job Probation with Trainee Program; Do not Over-promise; Don't Ignore the Interests of Existing Employees; Don't Allow Mentees to Lose Their Mentors Abruptly; Follow Through to the End, and Beyond; Vocational Training; Ensure Cooperation and Alignment Between Companies and Schools; Invest in Education of Teachers
Don't Exceed DemandDon't Use Apprentices as Cheap Workforce; Take Care of the Participants; Drive Participants' Engagement; Blue Collar: Pay for Working Clothes for Better Branding; Implement New Teaching Methods; Executive Search; Be Aware of the Magnitude of Hiring the Right or Wrong℗ Executive; Decide on a Partner-Not on a Service Provider; Carefully Decide on a Fee Structure; Don't Only Focus on Cost; Don't Forfeit Your Image at Your Candidates; Selection Methods; Tailor the Selection System to the Competencies Required for the Job; Use a Holistic Approach; Train Selection System Users