The field of human resources seems to be like an ocean in which you will always find new species of life. Recruiters are trying to find new methods every day to attract candidates for vacancies. In certain fields of activity, the application to an available job has changed radically. Candidates are no longer crowded with CVs at company doors, now apply with a profile in the virtual environment. Moreover, specialists are waiting to be contacted by companies and not to apply for a job change. All these changes in the behavior of the candidates force the companies to come up with the most attractive solutions. However, companies often have profits above the market average, they offer growth opportunities, attractive salaries, if all this is not communicated. Just as important is the "image" in a candidate's resume, now just as important is the image with which the company presents itself to candidates and the market. The marketing and human resources departments work together to create a communication strategy and an employer brand that is as sustainable as possible for the candidates. Thus, from the very clear understanding of the audience in front of which the companies communicate, to the definition of the communication pillars and the initiatives in which they are involved, the big players in the market must constantly adapt to the labor market. They must anticipate change in the new socio-economic context and innovate in everything they do.
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