In today’s market, there is an abundance of candidates, but it is no easier now than it was in the late 90s to come up with a solution to finding and recruiting the perfect bright young candidates.
Curveballs are a constant in the annual hunt for ideal undergraduate and graduate candidates. A few years ago, the challenge was established companies, or “employment brands”, pitted against Dot-Com start-ups.
Today, fiascos like we’ve seen in the past, make building a case for your company’s employment brand much more difficult. And there is always the age-old battle between you and your competitor recruiting two or more of the same candidates.
In the end; you end up racing against the clock – trying to get an offer out to your “prototype” candidate before it is too late and your competitor has snatched her/him up. READ MORE