Insight
We look at recruitment advertising from a entirely
different perspective.
A job environment that is IDEAL for one person ...
Let’s consider someone who functions best in highly structured environments. He or she is able to bring so much more to the job when a clear road map is provided. That person finds structure liberating and necessary in order to do what he or she does well.
Take that same person and place him or her in an environment that is loosely structured. Chances are that person will feel distracted and thwarted by the lack of direction. If that person is afraid to make decisions or it’s not in his or her nature to take risks, that person will not be confident or productive.
... may be wrong for another.
Conversely, a person who functions best when having to create his or her own structure is going to feel stifled and “held back” in a highly structured, systematized environment. Employees who like to continually find new and innovative ways of getting things accomplished thrive best when not micromanaged.
Being in the wrong work environment usually leads to an employee feeling frustrated, unsuccessful and undervalued.
Attracting the right-fit candidate is paramount.
Both of the people above are “high-value talent.” The key to successful recruitment is attracting the right-fit high-value talent for your organization.
If you don’t leverage your differences in your recruitment messages, you’re wasting a powerful attraction tool for compelling the right-fit candidates that you want to respond.
