A company generally receives many resumes (both solicited and unsolicited) from applicants who want to work for that company. In many cases, the applicants’ resumes are stored in the company’s applicant tracking system. Hopefully, the company’s internal recruiters are continually mining the ATS database as they receive openings to fill. Maybe your applicant tracking system has a search agent function that automatically attaches potential applicants’ resumes in the database to open requisitions.
Another great way to engage your applicants as well as build your company’s employment brand is through the use of an e-newsletter. The content of the e-newsletter should contain stories of new product or service releases, real-life stories of what life is like at your company told by your employees (both new hires as well as long-term), as well as a link that directs the e-newsletter readers to current job openings at your company. The e-newsletter should be sent out on a monthly basis; at a minimum, once a quarter.
The e-newsletter should be send via a system that permits you to track statistics such as any bounces (because of bad email addresses) tracks if the e-newsletter was opened and what stories or links were read. This data will help you to refine your content for future newsletters. Each e-newsletter should be archived so it can be accessed via your company’s main web site (preferably in your Careers section).
The use of an e-newsletter should not only improve the quantity but also the quality of resumes that your company receives. It is certainly well-worth the effort.
Another great way to engage your applicants as well as build your company’s employment brand is through the use of an e-newsletter. The content of the e-newsletter should contain stories of new product or service releases, real-life stories of what life is like at your company told by your employees (both new hires as well as long-term), as well as a link that directs the e-newsletter readers to current job openings at your company. The e-newsletter should be sent out on a monthly basis; at a minimum, once a quarter.
The e-newsletter should be send via a system that permits you to track statistics such as any bounces (because of bad email addresses) tracks if the e-newsletter was opened and what stories or links were read. This data will help you to refine your content for future newsletters. Each e-newsletter should be archived so it can be accessed via your company’s main web site (preferably in your Careers section).
The use of an e-newsletter should not only improve the quantity but also the quality of resumes that your company receives. It is certainly well-worth the effort.
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