The conventional approach to recruiting staff is to advertise vacant positions and then hope for applications—“Post and Pray”. An executive search consultant is hired in cases proving difficult to obtain applications. Companies attend career fairs or place image ads in certain media and at selected universities to increase the inflow of applications. This traditional method is more than adequate for many jobs. For others, however, it is stretched to its limits, due in no small part to the talent shortage mentioned in the previous chapter.
Labour Market Target Group Customer Relationship Management Retail Trader Career Prospect
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.
This is a preview of subscription content, log in to check access.
Baron, S., Conway, T., & Warnaby, G. C. (2010). Relationship marketing: A consumer experience approach. London: Sage.Google Scholar
Jackson, T. W. (2005). CRM from art to science. Database Marketing & Customer Strategy Management, 13(1), 76–92.CrossRefGoogle Scholar
Trost, A. (2013). Employer branding. In Employer branding. Arbeitgeber positionieren und präsentieren (A. Trostth ed., pp. 13–77). Cologne: Luchterhand.Google Scholar