HOW LEARNING DIGITAL MARKETING CAN HELP TO GROW STARTUPS Digital marketing is the use of various digital channels to reach out to potential clients and customers and advertise the services and products that a business has on offer and startups stand to benefit immensely from digital marketing. The use of digital marketing creates market leads for a startup by targeting the specific market segment that the startup is interested in and with the ability to reach out to a large target group at once it makes it more cost-effective as a means of marketing. Various forms of digital marketing that can be employed by startups including: • Email marketing • Social media marketing • Mobile marketing • Search engine optimization • Content marketing A startup
The “E” stands for “electronic” and “recruitment”. Often, E-recruitment is known as online recruiting, social recruiting or Internet recruiting, however, this thesis will refer to E-recruitment for simplicity. To add to the previously introduced definition of recruitment, E-recruitment can only be described as the process of any personnel advertising or attracting, selection and application processing via the Internet, for external candidates, or Intranet, for internal candidates. The findings from Holm’s (2012) thesis were that there was a difference between the paper-based and the electronic-based recruitment process. From the findings, Holm’s found that the electronic-based recruitment process began with few electronic tools for line managers to commence the recruitment process, e.g.
eFin recruiters is working in a different way than the usual talent search firms that would help organizations to find relevant profiles and send them for interview. eFin is helping the organizations in getting the right talent for the interview through its own assessment tests and an initial
E-Recruitment/OnlineRecruitmentMethod: The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as ‘Online recruitment’, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web.
In a best practice, external recruitment is used for entry-level positions or higher-level positions which cannot be filled with the help of internal recruitment methods (Chang & Madera, 2012, p. 188). This process carries advantages and disadvantages that are directly counter to those of the internal recruiting process. For example, external recruiting fosters new perspectives, new ways of doing things and new ideas. Through external recruiting methods, the company enhances its creativity, validity and innovation. This recruiting method avoids the ripple effect.
and why ? Asda’s online recruitment process. Asda also uses social media channels such as LinkedIn recruitment firms such as Remploy, to access the widest range of potential recruits when advertising job vacancies. To provide a fair opportunity for every one without any kind for discrimination. Improves speed and increase efficiency .
However, this option is not costly as using, posting and searching via such websites is free. Thirdly, the process that can be implemented is advertising. Be it via magazines or newspapers, this process attracts many candidates that are somewhat serious. Some of which may or may not have experience, but it mainly attracts candidates that are currently searching for jobs and would be willing to get paid a little bit less than their colleagues who are already working fixed jobs with steady incomes. This approach may be the most expensive out of all three but it is definitely an effective
According to Megan Hauer(2004), there are 6 reasons why companies often use website recruitment. The reasons are low cost, more content can be describe on webpage, convenience, effective communication, easy change, and avoid cross posting. Internet recruitment can help company to recruit right candidates and thus success in the future. Besides that, internet is a bridge
The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in '. 2. The organisation is unlikely to be greatly 'disrupted ' by someone who is used to working with others in the organisation.
However, there is some variety of reasons why internal promotion brings pros and cons to the company. Some of the pros factors are: Lower cost By promoting internally, it can reduce the cost of the recruitment and selection process. It is less costly to fill up job vacancies from current workforce than attracting qualified candidates using expensive advertising. Low cost is also incur when hiring external candidates for low-entry job compared to hiring for high-entry job. Apart from lowering recruitment cost, company can also have lower training costs.