Recruitment Head
I am Ravi Panjwani working as a Sr Executive -HR in the Process Management Company. My Management has given me the project in taking our recruitment to next level, for this we need to brand our company to attract and retain talent. I am looking for some inputs which can help me to take this project forward..

Would appreciate if someone can help in this matter.


Ravi Panjwani

From India, Mumbai
Hi Ravi,
We are into Brand building activities of various IT brands. We have started new services especially for Recruitment Branding, wherein we do marketing campaigns that position the brand at a much respectable position in the mind of the target market. This is all about taking a leap over plain vanilla advertising. Its a new trend in India, and not many companies have observed it till now. But bollywood has very well replicated this model in promoting and branding their direction, production, stars etc. which helps in kicking a good start on the opening day.
Very soon we will be conducting various such "recruitment branding" campaigns in Bangalore city, all this in same advertising budgets. If u r interested to know more, write to me personally on

From India, Bangalore
Rajat Joshi

HR Consulting ,Trainer -Creative Thinking & Past Life Therapist
Hi Ravi,

Branding the company is all together a different exercise from the corporate point of view. Recruitment branding is a subset of the Corporate Branding exercise.

This involves the following ;

Where does your company stand in your segment?
Company needs to do a SWOT analysis
Conduct the stay interview with the employees as why do they like the company? What they feel about the company’s recruitment process and retention?
How it should position itself from the competition to create a unique proposition?



From India, Pune
Recruitment branding should also take care of customer (candidates) perspective. Often a candidate aspires to work for a brand, solely for the namesake. Creating that level of influence in the customer mindspace requires activities which educate the target audience about the potential benefits of working with the brand. For most of the not-so-known companies, the problem is they hardly publicize the good things about the firm. There should be an interactive platform where company officials can come forward and talk about the kind of career growth path and opportunities a firm can provide to the candidates.
From India, Bangalore
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