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Geology Jobs & Geoscience Employment Marketing | Rockstaff

The current employment landscape is certainly not conducive to conventional thinking when it comes to recruiting and hiring the best talent. Recruiting the best talent necessarily entails a different approach than hiring the “least effective” applicants. There is a plethora of data indicating that candidates with the right talent for the job are often not even identified or considered. In fact, in many cases it has been determined that applicants with the right talent for a particular position are not even targeted by an HR department. Therefore, what is the best strategy for recruitment?

Employment Marketing and Recruiting, Inc. (EMR) was launched in 2020 to address the challenge of recruiting and hiring the best people. The organization is a joint venture between five technology companies and one of the largest staffing firms in the U.S. The vision of the EMR is to bring together these companies and the staffing firms through a comprehensive integrated system, where they can identify talent, place bets on them, and provide training and resources to make them successful. EMR believes that recruitment and hiring can be simplified through a comprehensive understanding of the talent market, a consistent and timely application of talent strategies across all departments, and a consistent and timely engagement strategy with candidates. Discusses the use of various employee branding tools as a method to reach employer-of Choice status, aligning use of these marketing-based strategies with strategic human resource management, and relates the use of these strategies to organizational development, benchmarking, measurement, and benchmarking of results. This publication includes a glossary of selected terms used throughout the report.

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Employment Marketing, Inc. was created after many companies discovered that in-house marketing tactics were not working well for their recruiting and hiring needs. Some companies were able to successfully leverage their own experience, knowledge, and expertise through an independent consultant to enhance their hiring and retention tactics. Other companies were forced to outsource to save money and time. The result is that most companies have no in-house employment marketing tactics. Many companies have only one or two full-time career representatives, who typically spend up to forty hours per week talking to candidates on the phone.

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To address the need for an alternative form of marketing, HRM began developing its first Employment Marketing Consultant, a one-on-one recruiter, who would then be deployed to different departments and set up training sessions, as well as interacting with employees via social media. In addition to the Employment Marketing Consultant, HRM developed and now uses several other strategic marketing tools to market the company, including an internal social media company and an external website. The ERP consulting arm of HRM handles procurement, employee benefits, payroll, training and development, retirement, talent acquisition, marketing, sales, and many of the consulting services traditionally reserved for large corporations.

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Social media has allowed HRM to reach a broader customer base, which in turn, has increased company knowledge and recruitment opportunities. Employees feel more connected and part of a large organization. They know that someone is thinking about them, that someone cares about their situation, even if the situation is a little outside their usual comfort zone. The HRM website is a great place to find the latest career opportunities, job openings, interviews, and other important information pertinent to the career goals of every person working in HRM. A social media company can greatly expand a company’s reach through the internet.

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Another great tactic used in Employment Marketing is recruiting or “recruiting”. Recruiting is a tactic used to identify people with the potential to become future employees. Recruiting tactics may include cold calling, referrals, or job fairs. HRM can also use online classifieds, job sites, networking groups, and trade shows to attract potential applicants.

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If one of these Employment Marketing Strategy techniques fails to produce results, it is time to move on to another strategy. It’s important to be flexible in a company’s strategy, as everyone has a different goal for their career. Sometimes just changing tactics can result in more recruits and success. It’s worth it to evaluate the results of each Employment Marketing Strategy to make any changes that could produce greater results.

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In conclusion, an effective employment marketing plan can help create a work environment free from discrimination and harassment based on race, age, sexual orientation and any other protected category. An employer can increase their profits by providing a safe and healthy work environment for all its employees. And, a good HRM strategy can build a strong bond between employees and their employers.

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