3 Ways Employment Branding Is Better Than Job Postings

As we all know, somewhere along the way in our efforts to improve the job posting process, we created a system that now overwhelms recruiters with unqualified candidates. All of whom expect to be contacted – and then are offended when they don’t hear back about their application status. Add to that a bad economy where some job seekers have developed “angry mob” mentalities, and it has forced many recruiters to rethink their job posting strategies as a way to limit the applications submitted. For example, posting on industry-specific sites as opposed to larger sites. But the problem with limiting where we post a job also increases the odds that some of the best possible candidates (i.e. passive job seekers) will never see it. In an article I wrote for Recruiter.com, I talk about three ways Employment Branding is better than job postings. READ FULL POST ► Join our Employment Branding email list to get all the information you need to make great hires efficiently!


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You might be surprised to learn about the impact you can have in Data & Analytics at Nike versus at a major tech giant. Nike employees get to work on a wide array of challenges, so if you're obsessed with math, science, computers, and/or data, and you love sport, these stories may inspire you to work at Nike.

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We want YOU to be the career coach and tell us which one is the RIGHT answer!

Think you know? Vote below, and stay tuned for later this week when we announce the right answer (and why the other ones are wrong).

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