Undeniably, the recruitment processes offer you an opportunity to improve your employer brand and let you to figure out what type of professionals best suit your organization. Have you ever wondered why you need a good recruiting experience? Just have a look at few of the reasons-

Brand Image

A great recruitment experience has an impact on your organization much more than the employer brand. You can expect the negative brand images with bad recruitment experiences. Definitely, you do not want to ruin the good image of your company just by leaving the enthusiastic people with a very bad feeling towards your organization. Thus, it is important to present the ways in order to create a good recruitment experience.

Employer brand

You just cannot deny the fact that your employer brand is your reputation as an employer. The people who are involved in the recruitment experience possess hands-on expertise in the methods of recruitment. Thus, if the candidates are disappointed with your recruitment process, they may express their feelings online and offline.

Keeping into mind the fact that the potential candidates can become the employees in the future, Marcello Pompa always aimed at providing the best recruiting experience. Owing to his extensive expertise, he served as a Senior Technical Recruiter at PDS Technical Services from 1998-1999. Here, he was responsible for conducting all the pre-screens that included coordinating on-site interviews, initiating and finalizing the hiring process and offering packages with candidate and HR division.

During his tenure, Marcello Pompa provided the employees with the information about the organization. He stayed informed of the equal employment opportunities and affirmative action laws and guidelines. Besides, he daily communicated with the management to identify all the current openings and workplace planning strategies. He put his best efforts in detailing all assignments and ensured an understanding of job duties responsibilities and business requirements.

Offering the best recruiting experience, Marcello made use of the primary sourcing tools such as internet resume databases, job fairs, internal referrals, job postings, professional associations and advertising. Overall, he developed strategies to recruit the candidates regionally and nationally.

About Marcello Pompa

With solid background in recruiting, Marcello Pompa managed more than 20 open requisitions for a wide variety of positions. These positions include Business Analyst, Business Intelligence Consultant, Software Developer, Marketing Manager, Executive Assistant, Accountant, Controller, Engineers, etc.