How do you form the right expectations with your recruiting and save nerves, money and dignity?
“We want to gain people’s interest. Stand out from the ranks of other companies. Tempt in new people. You see, we’re growing like crazy.“ Those are the typical orders that come to us at Pábení. They’re usually from IT and consulting firms. In Brno. We reply: “Forget about ninjas on billboards. Just tell people what they’ll be doing, how much you’ll be giving them for it, and what your team is like, and how you’ll be doing your onboarding. Fairly.“ When you over-motivate people right at the start, you burn too much money on balancing out their expectations.
Using case studies from IT and consulting firms, I’ll show you how to build a high-quality hiring campaign on the basis of data from your own employees. I’ll show you that you don’t have to whip together mesmerizing advertisements to attract. And that the old marketing rule still applies: there’s a buyer for every product.
Don’t be ashamed of saying who you really are. It will be pay off to you a thousand times right in the next phase, the one that comes after a successful hire.
