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Modern approach to recruitment

Sophisticated and systematic recruitment is key to company success. Unprecedented competitive pressure witnessed today is a compelling reason for companies to finding a new approach to selecting and keeping employees. Lack of suitable candidates has reshaped the position of HR experts on election procedures and manoeuvred them towards using the full potential of IT and HR marketingmechanisms.

(Source: Courtesy of LMC)

Sophisticated and systematic recruitment is key to company success. Unprecedented competitive pressure witnessed today is a compelling reason for companies to finding a new approach to selecting and keeping employees. Lack of suitable candidates has reshaped the position of HR experts on election procedures and manoeuvred them towards using the full potential of IT and HR marketing
mechanisms.

Changing face of recruitment attitudes

Competitive pressure in the labour market drives HR professionals to employing all accessible recruitment sources to find potential candidates. Capturing the attention of eligible potential candidates has become one hard task, therefore, companies consider further ways of approaching potential candidates by elaborate and persuasive methods, with their recruitment methods becoming increasingly marketing oriented.

Why HR marketing?


HR marketing now stands in the forefront as a major tool for companies for building corporate image as stable and attractive employers, which in turn, enables them to maximize their chances of finding the applicants they want and need, realise savings in terms of both time and money by way of quicker and more efficient recruitment and streamline corporate processes, make them more transparent or maintain qualified staff, considering that in addition to standard loyalty factors, loyalty is also determined by brand appeal, employer's corporate reputation and market prospects.

Just as standard marketing, HR marketing works with miscellaneous tools - from advertising campaigns to event organisation. The main purpose is to make a difference with respect of other companies in the field, improve communication with all candidates and capture their attention and
convince them.

Information technologies and recruitment


Although the Internet and various software applications have been a staple of human resources, it has been only recently that the actual size of information technologies potential has manifested. Penetration of technologies into HR goes hand in hand with automatisation of recurring processes, which in return alleviates unnecessary routine of HR staff. Improved communication between employers and potential recruitment participants boost quality relationships.

LMC G2 – recruitment software solution

A unique software solution for recruitment management is oered by LMC, a company with a history of more than 12 years in the field of e-recruitment in the Czech Republic, operating the Topjobs.sk portal in Slovakia. The application is a comprehensive tool for management of recruitment, providing support to HR in all the stages of a selection process, guiding it step-by-step from the very beginning when drafting a job description, through position advertising in Slovakia and Europe up to record maintenance, sorting applicants' responses and communication with candidates. With help of LMC G2, HR specialists are able to cater to all environments used in communication with job applicants. Openings may be first placed on intranet, then in career sections of corporate websites and lastly on Topjobs.sk.

Should further searches be conducted, the job opening could be placed on LMC alienation servers. The software can yield a comparison of all these resources - number of applicants, their quali cations and provenience. The LMC G2 system embodies a comprehensive view on human resources market, which provides invaluable information to companies relevant in terms of corporate culture and identity development and renders them attractive to employees. In addition to advertising on Slovak job portals, the LMC G2 personnel information system enables advertising in other countries of central and eastern Europe, such as Czech Republic, Poland, Romania, and Bulgaria. Coordination of such recruitment efforts becomes an easy and efficient task thanks to the use of a single tool.

Storing and maintaining data on potential employees is one of the main functionalities of the system offered to HR experts. Systems interconnected with Internet job fairs enable registered users monitoring their personal recruitment status without the HR staff making any communication effort. With help of such sophisticated tools, HR specialists have enough time to focus on in-house talent management, plus recruitment times are reduced, which in urn hikes up HR efficiency.

Topic: Career and HR


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