Lesson 5 Part 1

Lecture Notes

Once we've thought through the recruitment goals that we've had that link up with organizational strategy, and we've selected whether we're going to pursue open or targeted recruitment, and then also put into place some of the organization and administration of how we'll work through our collection of applicant information, and the whole recruitment process, we can then think about the potential applicant reactions that we will run into when it comes to recruiting. This is very important because if applicants don't like the way the recruiting process goes, it doesn't take much imagination to think they might just step out of the process and look elsewhere for job. An important thing to think through here is: What are we trying to most sell as recruiters? Do we want to sell the job or the organization? And ultimately we have to so both, right? But it might be that the organization is a stand out organization, a place with a great reputation, kind national status, you could think of a lot of these current tech companies like Facebook, Google, these organizations that attract people regardless of the role, right? So people are very interested in them. So this case the organization might sell itself as much as the job if not more. In other cases though, we might want to really sell the job. In the case of InVision, it would appear that InVision is developing a pretty strong reputation for excellence, and the organization should stand out. A lot of perks are excellent and it seems like there's a lot of things that might interest prospective applicants. So, my call here is emphasized the organization, it's fast growth, it being a special place to work, and all of that. You might think through your own experiences as you've gone through different recruiting processes and what were your reactions to the recruiters? or the processes that you went through? or the organization? Specifically the diversity of the organization, right? Did you have reactions to your perceptions of these things? As HR professionals it's going be important think through the different reactions that applicants will have at each step of the recruiting process.