Recruitment Advertisement Design: A Case Study for Talemy, Assignments of Consumer Behaviour

Slides for Business StrategySlides for Business Strategy

Typology: Assignments

2022/2023

Uploaded on 07/11/2023

ngan-4
ngan-4 🇻🇳

1 document

1 / 7

Toggle sidebar

This page cannot be seen from the preview

Don't miss anything!

bg1
TIMELINE
TIMELINE
Submission
In-class presentation
Duration
12 min/ group presents + 5 min comments
Presenters
Not necessary all mem (>=1)
Format
30-point Arial font
Link slides
Slide Talemy Job Ads
Tham khảo:
A2_HRM1_group3_ recruitment advertisement revised slide.pdf
Questions
Talemy Interview Questions
Note
Nộp kèm peer evaluation
Due date
Session 8 - 11/7 on E-learning
Within 1 week after - trước 18/7 gửi email CC mem leaders
Assign 2
Design a recruitment advertisement (7.5%)
Based on the data collected from the previous assignment and further
research, students are required to design a recruitment advertisement
for the selected position.
The presentation should include the following parts:
1. Brief reintroduction of the position (e.g., job description, job
specification, KPIs, etc.)
2. Recruitment strategy
3. The channel of recruitment
4. Design of the recruitment advertisement
5. Evaluation of recruitment effectiveness
pf3
pf4
pf5

Partial preview of the text

Download Recruitment Advertisement Design: A Case Study for Talemy and more Assignments Consumer Behaviour in PDF only on Docsity!

TIMELINE TIMELINE

Submission In-class presentation Duration 12 min/ group presents + 5 min comments Presenters Not necessary all mem (>=1) Format 30-point Arial font Link slides (^) Slide Talemy Job Ads Tham khảo: A2_HRM1_group3_ recruitment advertisement revised slide.pdf Questions (^) Talemy Interview Questions Note Nộp kèm peer evaluation Due date Session 8 - 11/7 on E-learning Within 1 week after - trước 18/7 gửi email CC mem và leaders Assign 2 Design a recruitment advertisement (7.5%) Based on the data collected from the previous assignment and further research, students are required to design a recruitment advertisement for the selected position. The presentation should include the following parts:

  1. Brief reintroduction of the position (e.g., job description, job specification, KPIs, etc.)
  2. Recruitment strategy
  3. The channel of recruitment
  4. Design of the recruitment advertisement
  5. Evaluation of recruitment effectiveness

Channel Reason for choosing Duration Estimate d cost Talemy website

  • A job seeker who is interested in a firm would most likely check the Talemy website to see if they are recruiting. Because it is an official website, it lends credibility and authenticity to the position for the candidate.
  • Cost-effective (since we own the website, there is no extra charge for us to publicize the recruiting or post the job opportunities).
  • Talemy can easily adjust the job posting content and also increase the visibility of its official website among job seekers. 1 month Free 3rd-party platforms Linkedin - Facebook is well-known in social media, whereas LinkedIn is focused on business. => It is simple to expand the Talemy brand name in order to recruit applicants.
  • LinkedIn is mostly used by companies and professionals for recruitment, job searching, and developing business prospects. => It is simple for applicants and recruiters to expand their network.
  • Click on "JOB SECTION" to view job 1 month Free

postings. Candidates can also publish their CVs if they are looking for a new job. YBOX - h -> suitable to attrach senior students or fresh graduates

  • YBOX is widely known and has multiple platforms to promote the ad (facebook fanpage, website) 1 month Free TopCV - widely known job sites for vietnamese people
  • Great pool of applicants who posted their CVs, hence wre can view who match our profile and contact them
  • Cost effective because they offfer a basic package for free 1 month Free RECRUITMENT ADVERTISEMENT
  1. Job advertisements: Cuối cùng nhóm mình chọn post trên cái nào? Ví dụ như (thay đổi sau): Thuý Anh, Thư, Trâm Anh ● Email:
  • Thúy Anh: tui nghĩ này bỏ qua nhe, do vị trí lead nên mình cũng không bít chọn lọc ai để gửi, không giống như mấy vị trí freshman auto gửi cho sinh viên. Với gửi mail thấy nó cũng ko uy tín lém
  • Vthu: Đúng rùi vị trí này đang ko quá cần ngay người nhân viên liền trong nội bộ. Có cũng đc ko có cũng ko sao, mình chỉ đánh email cùng lắm khi urgent case thoi. ● Fanpage:
  • Thúy Anh: cũng được, nó sẽ ko tốn tiền nhưng mình ko đảm bảo được nó reach tới nhìu người. Nhưng mà thấy Fanpage của Linkedin cũng 178 người theo dõi đó nên chắc cũng ổn.
  • VThu: Đồng ý với Thuý Anh luôn là up trên LinkedIn, đăng trên đó uy tín, hiện giờ cũng nhiều người tìm việc trên đó ● Website:
  • Trâm Anh: tui suggest post trên website công ty or Linkedin của công ty (Tại vì đa số job seekers đã tìm hiểu công ty mình muốn làm rồi.) Nên post lên đây là reliable nhất và HR sẽ nhận được CV của mình nhanh hơn.
  • Thúy Anh: mình được chọn post lên nhìu nền tảng hem ta, nếu có thì bao gồm website công ty và Linkedin vì lí do đáng tin cậy cho job seekers,