Banks Matt

[juthi94517]

Send e-mail or SMS notifications about recruitment results - this is a much better solution than no information at all. Collect the results of recruitment tasks and conclusions from interviews in one place. Report the entire process in a few clicks and make your work in HR easier. 2. “Career” tab with clear development and career paths It's worth playing with your cards open from the beginning. Show candidates what the development and career paths in your company look like.

Preferably with salary ranges, although in Poland this is still not a very popular solution, but highly appreciated by employees. Create a separate tab about careers phone number list in your company and gather a community around the brand that regularly visits there in search of new offers. 3. Avoiding official language: A candidate is not a supplicant There are still plenty of job advertisements and examples of autoresponders to candidates written like official letters on the Internet.



Already at the stage of the job advertisement, it is worth presenting the atmosphere in the company - show whether your everyday environment is "stiff" and gloomy, or maybe with a smile and a joke. 4. A detailed description of the recruitment process at each stage Tell me what's going on. Inform the candidate about how the entire process will take place, how much time will separate each recruitment stage, and with whom and what type of interviews he will have to conduct (online or offline.
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