Employer Brand Role in HR Recruitment and Selection

Abstract

This paper's research focuses on employer brand (EB) development as a solution for public sector organizations to attract the young specialists of Latvia.The author uses monographic research method, selection, comparison, induction and statistical data interpretation to explore the situation and potential outcomes of the proposed approach to Human Resource Recruitment and Selection.The research results show that public organizations in Latvia still need to improve their positioning on labour market and work harder on their EB.

Employer brand equity effects on employees well-being and loyalty

“…Since the mid-1990s and the pioneering paper by Ambler and Barrow (1996), the employer brand concept has received increasing academic and managerial interest. The employer brand is now considered to be a unique value proposition (Ewing, Pitt, de Bussy, & Berthon, 2002;Franca & Pahor, 2012) defining what a given employer brand delivers to its HR targets compared with other employer brands in the marketplace.…”

“…More recently, the focus has shifted from employer brand to EBE. EBE is more than employer brand because EBE refers to employer brand strengths and value (Franca & Pahor, 2012). In marketing, Aaker (1991) defined brand equity in terms of the value provided to customers.…”

Peran Departemen Sumber Daya Manusia dalam Perencanaan, Rekrutmen Dan Seleksi Untuk Mendapatkan SDM Unggul

“…32 (Ofori & Aryeetey, 2011) Peran Departemen SDM untuk dapat melakukan praktik rekrutmen dan seleksi yang efektif sebagai faktor kunci pintu masuk SDM dengan teknologi informasi sebagai keterampilan terpenting dilanjutkan oleh, keterampilan written communication, keterampilan komunikasi lisan, keterampilan numerikal, disiplin diri dan kepercayaan diri. 33 (Stariņeca, 2015) Peran Departemen SDM untuk dapat melakukan proses pengujian dan penyaringan secara bertahap baik secara langsung maupun tidak langsung dan dapat mengestimasi kualitas calon karyawan guna mendapatkan SDM yang unggul dan berkualitas. 34 (Kundu et al, 2015) Departemen SDM untuk dapat menyiapkan metode perekrutan dan seleksi yang dipraktikkan melalui metode rekrutmen berbasis internet, menekankan pada tes tertulis, wawancara umum dan tes pada keterampilan khusus, psikologi dan wawancara teknis.…”