Promotion of post-employment training programs and retention measures
Posted: Wed Feb 19, 2025 4:33 am
Training programs and retention measures for second-time new graduates are important elements of recruitment branding. One medical information service company offers a two-year training plan exclusively for second-time new graduates through the "Next Generation Leader Training Program." This program allows employees to acquire a wide range of skills, including consulting skills, sales proposal skills, and service planning skills. In addition, from the third year onwards, employees can also work in other departments or group companies, which is an attractive way to broaden the scope of their careers. By showing such a specific training plan, it is easier to respond to the growth desires of second-time new graduates and to envision a long-term career vision. It is also important to develop a detailed support system by mentors and the human resources department to support individual career development. Actively utilizing these initiatives in singapore whatsapp number data recruitment branding will lead to the acquisition and retention of excellent second-time new graduates.
3-3. Setting and using KPIs to measure the effectiveness of recruitment branding
Setting KPIs to measure the effectiveness of recruitment branding is essential for the success of the strategy. Specific KPIs include the number of visits to the job site, the number of applicants, and the interview success rate. By regularly measuring these indicators and evaluating the degree of goal achievement, areas for improvement in the strategy will become clear. For example, if the interview success rate decreases even though the number of applicants increases, there may be a mismatch with the target demographic. In this case, measures such as reviewing the company message and disclosing more detailed job descriptions are necessary. It is also important to set KPIs from a long-term perspective, such as the acceptance rate of job offers and the retention rate after joining the company. By comprehensively analyzing these indicators, the effectiveness of the recruitment branding strategy can be evaluated from multiple angles, leading to continuous improvement.
3-3. Setting and using KPIs to measure the effectiveness of recruitment branding
Setting KPIs to measure the effectiveness of recruitment branding is essential for the success of the strategy. Specific KPIs include the number of visits to the job site, the number of applicants, and the interview success rate. By regularly measuring these indicators and evaluating the degree of goal achievement, areas for improvement in the strategy will become clear. For example, if the interview success rate decreases even though the number of applicants increases, there may be a mismatch with the target demographic. In this case, measures such as reviewing the company message and disclosing more detailed job descriptions are necessary. It is also important to set KPIs from a long-term perspective, such as the acceptance rate of job offers and the retention rate after joining the company. By comprehensively analyzing these indicators, the effectiveness of the recruitment branding strategy can be evaluated from multiple angles, leading to continuous improvement.