The recruiting pitch has got to be measured after strengths and weaknesses have been identified. The message which reached the recruits must be with an intention address the weak points and use the good points as a message. The channels to communicate with the recruits should be well identified and depending on the importance to the core marketing strategy of the organization, delivered in co-relation.
This ends my brief array of blogs on using branding to recruit talent. I will be starting something more interesting tomorrow. The content in a more detailed form was borrowed from a McKinsey study. Please contact me for the article for your review.