The difference a graduate recruitment brochure can make

Article Abstract:

Organizations should carefully plan the design of their graduate recruitment brochures because poorly designed brochures can deter potential job candidates from applying for positions. The errors made in brochure production include the failure to provide relevant information, and the use of inappropriate illustrations. A survey by Market and Opinion Research International indicated that final-year undergraduates placed great importance on the ability of brochures to provide information on specific employers, and that the most important element of a brochure was an explanation of the daily activities of the job. Employers can produce brochures by using in-house production facilities, recruitment advertising agencies, design studios, and specialist recruitment brochure firms. Employers should ensure that their brochures reflect their distinctive culture.

Methods, Universities and colleges, Surveys, Design and construction, Pamphlets, Market and Opinion Research International Ltd.

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Gain the edge in the knowledge race

Article Abstract:

Knowledge has become the most important source of competitive advantage, particularly for global high-technology companies. These organizations have realized that the domestic pool of scientists, engineers, mathematicians and programmers is quickly drying up and that these professionals are in abundance in foreign locations. Prominent companies such as Texas Instruments, Applied Materials and Sybase are just some of the multinational businesses that have been expanding their knowledge base by looking at outside sources. These foreign-born knowledge workers possess the skill and expertise needed to achieve innovation and product development. The success of these firms demonstrates that parochialism is no longer a viable option in today's increasingly global business environment.

Employee Recruitment, Evaluation, Employment abroad, Overseas employment, Employee development

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Making the right choices in international recruitment

Article Abstract:

Many firms which are recruiting abroad are discovering that personnel recruiting is as difficult internationally as it is domestically. Recommendations for recruiting abroad include: determining job and candidate specifications; listing relevant interview questions; and talking with recruitment agencies where a company is located. Recruiters should also check candidates' backgrounds and narrow the applicant pool by insisting on specific experience. They should not: include needless requirements and create language barriers; and assume recruitment methods are the same abroad as they are in the US candidate pool.

Alien labor, Foreign labor

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