Most of the time companies are entirely too focused on the image that they project, and are engrossed the external brand and how they are perceived by their customer base. This is wrong though because it completely overlooks the importance of internal branding, or the way that the employee's looked and feels what the organization is to them. There are a number of critical ways that an internal brand can boost the image and benefit your company. It can entice new talent to your corporation in the executive search process, maintain employee satisfaction, and influence an increase in productivity along the lines of the company. Each of these comes with their own blanketing effects on the company's operationally and efficiency. The recruitment process also depends on the company's internal image and it plays a major role.
Executive search firms the five most common complaints made against companies and simple solutions to each matter, to help companies improve their internal branding efforts as they relate to the hiring process.
1. All too often, when posting a job description, some companies will focus on listing the skill set and education required for the position rather than listing the actual description of the job. This can be annoying to candidates when they are trying to figure out the scope and parameters of the position.
Solution: There is a simple correction for this issue that employers can use to bypass any ambiguity that can be related to the candidate. Write out a description of the position, all the requirements and duties and once you are down to a couple of potential employees, arrange for them to shadow and study to get a more in-depth understanding.
2. Another issue that needs to be dealt with in the interview process that is especially annoying to candidates is when they are flying through the interview process and suddenly it comes to a screeching halt and the employer then tells the candidate everything is fine, hold on and be patient. This is usually the result of an understandable internal error, but this does not excuse the situation.
Solution: While it may seem like the right thing to hide any sort of internal errors from your potential candidate, this is not the right idea. Instead provide them with an accurate time table that they can expect results and be open and honest about anything that happens during the interview process. It's it is important o know the five most common errors identified by executive search firms.
3. Some employers believe it is alright to treat candidates frivolously and arrive late, or not return phone calls. If a potential employee were to do the same, they would be dismissed immediately.
Solution: It is not hard to treat an applicant as if there time matters. Simply notify them if you are going to be late for any appointments and return any phone calls you may receive in a timely manner.
4. Another double standard that often shows up between applicant and employer is the fact that the applicant needs to be fully prepared for the interview. It is expected of the candidate to have done the research of the position and to be fully equipped for the interview while the employer may show up ill prepared to conduct the interview.
Solution: All an employer needs to do is set aside about fifteen minutes before an interview in order for them to get familiar with an interviewee's resume. They should then demonstrate this knowledge in interview.
5. When the interview is over the employer should follow up with a time period in which they will get in contact with the candidate. This may be a half-hearted promise on the employer's part but the applicant is relying on this call back. It makes it ten times worse when the employer does not follow through.
Solution: It only takes a small amount of effort to let an applicant know if they are still in the running or not, it is as simple as a phone call or an email.
"Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium is an Executive Search Firm that offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For more information please email Maurice at mailto:maurice@conselium.com or visit the website at http://www.conselium.com/ "
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