7 steps to yes: what are my options?
March 3, 2008
How can you help your potential recruits apply for the best job for them? Perhaps more urgently, how can you stop them wasting your time (and theirs) by applying for the wrong positions in your organisation?
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7 steps to yes: is it me you’re looking for?
February 13, 2008
How can you welcome the right person, while also politely explaining to others that perhaps this isn’t the right career for them?
5 ways to market your company on YouTube
February 8, 2008
Have you visited YouTube recently?
No, I don’t usually have time either, but I have identified five different examples of using YouTube as a marketing tool for you. Each of these is a slightly different approach to marketing the company to potential recruits.
1. Classic talking heads: executives and experts
The first example are the videos placed by companies to discuss issues related to their industries.
For example, BDO Stoy Hayward have added a series of videos discussing retail issues such as the ethical agenda, and the resurgence of the High Street. These are a way of conveying the expertise of the organisation, and are a long way from the singing guineapigs or roller skaters racing against cars for which YouTube is well-known. But is YouTube the right place for this kind of video?
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7 steps to Yes: do I want to work here?
January 29, 2008
Last time I suggested some ideas to help your prospective recruits find out something about what your company does.
Their next step will be to decide whether they would like to work for you.
Step 2: “Would I want to work for this company?”
Answering this question is a chance to sell your corporate culture. What is so special about your company? Why would someone want to work for you, rather than for your competition?
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7 steps to Yes
January 24, 2008
Yes!
The letter from Princeton is an old standard now, but I mention it again to emphasize that the goal of a recruitment process (from both points of view) is to get to Yes.
Or perhaps Yes-Yes, because the goal is to get to Yes on both sides. (Yes-No or No-Yes are both mismatches resulting in disappointment. No-No is usually less of an issue).
To get to Yes, the prospective recruit has to find the answer to a number of different questions, and go through 7 steps:
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