Have you seen job adverts where the recruiting company in not mentioned? They will always start with the phrase, ‘our client……..’ or any other of their choice. What should you do and at www.careerstom.com we advise you to research about the employer? Many companies run job adverts and omit their identity, sectors they operate in or their addresses in preference of newspaper publishers’ contacts. Some of the adverts in newspapers or websites carry scanty information and request interested candidates to forward their details to a postal address. Others use proxy recruitment agencies that don’t indicate their client’s profile.
While it’s true that an employers are at liberty to do what pleases them — after all they are paying for the advert — they have to consider that there are qualified employees who are not willing to send off their details to the unknown organization.
Booking an advert with scanty job information and no company profile, will put off qualified job seekers, moreover, this makes the company look unprofessional and makes the assumption that since the job market is saturated with many desperate job seekers, the advertiser will automatically receive many applicants.
What most employers may not know is that prospective employees will want to do some background research in preparation for the interview as well as in considering whether they really want to join the advertising organization, besides, as funny as it sounds, a prospective job seeker could be applying for a job in a company, where they are already working.
Many businesses probably have noble intentions, but there are still many pros and cons of withholding company information during recruitment. Many organizations hide their identity because they do not want to be bombarded with incessant inquiry calls or visits by prospective employees, agents or scam artists. Ironically, many more Kenyan firms do it to hide the recruitment from their employees, especially when the goal is to inject new blood into the organization.
Fraudulent recruitment agents also use this method to fleece desperate job seekers by advertising fake vacancies.
To be an employer of choice runs deep. It is not just perception in the job or commerce industry. Employers of choice offer enormous opportunities to their employees apart from just competitive salaries — they provide opportunities for career growth, offer employee assistance programs such as development funds, they empower, motivate and train their workers to be the best they can be.
Such employers are not shy to use their brand effectively to attract and retain the best employees. These organizations also know that their brand draws attention and will not be afraid to ride on the free mileage they receive from advertising.
The benefits of organizations revealing their identity during recruitment definitely outweigh those of not doing so. Star employees in other organizations will not be attracted to submit their papers to unknown employers and neither would an organization appreciate receipt of anonymous curriculum vitae details from a Mr XYZ working for company ABC with an indication that the real information will be revealed later.
Additionally, by simply indicating company details, an organization will also save itself from time and resource wastage as a result of attracting potential job seekers who are not seriously considering a career move but who simply send applications just for the sake of it.
Nevertheless, it is still the prerogative duty of the employer to re-evaluate the recruitment strategy and how it relates with the corporate brand to attract and retain the highest calibre of employees in the market.
While it’s true that an employers are at liberty to do what pleases them — after all they are paying for the advert — they have to consider that there are qualified employees who are not willing to send off their details to the unknown organization.
Booking an advert with scanty job information and no company profile, will put off qualified job seekers, moreover, this makes the company look unprofessional and makes the assumption that since the job market is saturated with many desperate job seekers, the advertiser will automatically receive many applicants.
What most employers may not know is that prospective employees will want to do some background research in preparation for the interview as well as in considering whether they really want to join the advertising organization, besides, as funny as it sounds, a prospective job seeker could be applying for a job in a company, where they are already working.
Many businesses probably have noble intentions, but there are still many pros and cons of withholding company information during recruitment. Many organizations hide their identity because they do not want to be bombarded with incessant inquiry calls or visits by prospective employees, agents or scam artists. Ironically, many more Kenyan firms do it to hide the recruitment from their employees, especially when the goal is to inject new blood into the organization.
Fraudulent recruitment agents also use this method to fleece desperate job seekers by advertising fake vacancies.
To be an employer of choice runs deep. It is not just perception in the job or commerce industry. Employers of choice offer enormous opportunities to their employees apart from just competitive salaries — they provide opportunities for career growth, offer employee assistance programs such as development funds, they empower, motivate and train their workers to be the best they can be.
Such employers are not shy to use their brand effectively to attract and retain the best employees. These organizations also know that their brand draws attention and will not be afraid to ride on the free mileage they receive from advertising.
The benefits of organizations revealing their identity during recruitment definitely outweigh those of not doing so. Star employees in other organizations will not be attracted to submit their papers to unknown employers and neither would an organization appreciate receipt of anonymous curriculum vitae details from a Mr XYZ working for company ABC with an indication that the real information will be revealed later.
Additionally, by simply indicating company details, an organization will also save itself from time and resource wastage as a result of attracting potential job seekers who are not seriously considering a career move but who simply send applications just for the sake of it.
Nevertheless, it is still the prerogative duty of the employer to re-evaluate the recruitment strategy and how it relates with the corporate brand to attract and retain the highest calibre of employees in the market.
0 Comments