V: For More Information

We realize that selecting your next employer is important to you and your career development. We hope this addresses some of your initial questions. For more information, please visit our company website at XYZCompany.com. Our stock is traded on the AMEX under the symbol "xyz." For a copy of our annual report, please click here: Ошибка! Недопустимый объект гиперссылки. Web address]. And of course, please keep abreast of our changing job opportunities by visiting the career section on our corporate website or by calling our job line at (555) 555-5555. We are an equal opportunity employer. Thanks for your interest in XYZ, and we're looking forward to meeting you!

Other information typically found in a recruitment brochure might include:

• Annual holiday schedule + floating holidays

• Vacation grant (x weeks per year)

• Mandatory versus voluntary union membership, one-time union membership fees, and monthly dues

• Parking costs and parking lot locations

• Operating hours and shifts

• Employee services (gymnasium, child-care facility, entertainment discounts, and ''ride share'' public transportation subsidies)

• Casual dress on Fridays and other informal benefits

This recruitment brochure strategy could work within the various units of your company as well. Information Technology (IT) departments, for example, may wish to have their own flyers outlining the benefits of joining your organization's IT team. Their flyer might be titled: ''Attention IT Candidates: Why a Career with XYZ Company?''

This flyer (in addition to the generic recruitment flyer) would then go on to sell the specific benefits of joining the IT team with subheadings such as:

• Our Commitment to IT as a Source of Competitive Advantage

• Technical Sophistication

• Staff Demographics

• Career Entrepreneurism

• A Focus on Ongoing Education

Could there be a downside to voluntarily sharing all this information with individuals who are not yet members of your organization? Yes, if it turns out that a candidate has a better opportunity at another company or is better off simply staying put in her current job, then your open information strategy may work against you. However, if that's indeed the case, then you may be better off losing the candidate up front. After all, you don't want a ninety-day new hire who misunderstood the terms of your offer to complain that she had a better deal at her prior company. The chances of a long-term successful employment relationship would be greatly diminished in that case, and that negative publicity could lower morale.

Realistically, the benefits strongly outweigh the risks. By sharing that you're a caring employer willing to help job candidates come to the most informed career decision possible, your good faith efforts demonstrate your corporate culture and values. By outlining the various steps in the hiring process, you'll pace individuals through that process so that each step (reference checks, background checks, employee physicals, and the like) doesn't appear to be a new hurdle aimed at screening out candidates. Most important, you'll get the opportunity to ''wow 'em'' by selling the full value of your company and marketing its uniqueness, which is truly the best way to make a favorable first impression.

By the way, because so few companies employ such a simple ''Welcome Invitation'' e-mail to prospective candidates, you' ll get many compliments from visitors who are impressed by your thoroughness before they even walk in the door. A one-time exercise with a few links to key online websites, and you'll be a hero.

Simply zap out an e-mail any time someone is scheduled to come in for an interview, and you'll find that you'll have saved yourself a tremendous amount of time (not having to repeat driving and parking directions, for example) while avoiding any misunderstandings in the new hire process (''You mean I don' t get a raise after ninety days?'' ). This is truly a win-win for all because both company and candidate benefit tremendously. Give it a try and see if you don t get the oohs and aahs from candidates who genuinely appreciate your ingenuity and originality.

 
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