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Deloitte advertisement strategy
Deloitte is a large multinational auditing firm that has subsidiary branches from many countries across the world. This firm has been very keen to attract talents to its pool of employees. As Fifield (2007) states there is a sea of manpower in every country, but out of the sea, very few have the capacity to do various duties as per the specifications.
It is therefore not easy to determine which groups of employees are able to meet the task at hand. At times the firm visits local universities to scout for talents. Using the university professional forums, this company would always visit such institutions and talk to students about the experience of working with Deloitte.
This has been advantageous because it has been able to grab desirable candidates from the schools before they reach the job market. This makes it possible for the firm to attract the best workforce before other firms can reach them (Ward, 1999). Candidates are required to fill the application forms online.
In the application form, candidates would indicate their biographical information, work and leadership experience, extra curriculum activities, academic background, his or her passion, enthusiasm, and motivation, and a cover letter and a resume. These details would be kept in the firm’s sever where they can easily be retrieved electronically. This has made it easy for the firm to select desirable candidates in various courtiers.
The modern world has been transformed heavily by technology. Technology has defined the way several things are done, from production process, marketing and even in hiring of employees. Deloitte realized this and has turned its recruitment process to reflect on the same.
This firm employs young energetic individuals who recently graduated from colleges. These individuals are very much obsessed by technology in general, and the social media in specific. They are easily found on Facebook, Tweeter or YouTube. They visit these sites almost on a daily basis. As Adam and Healy (2000) report, the easiest way to reach the desired person is to follow the path he or she frequents.
This is the rationale that Deloitte has employed. This has been very advantageous. This firm is able to reach several competent employees through these social media. The cost associated with e-recruitment is also minimized (Weiss, 1994). Through its websites, qualified candidates would apply for various positions in various countries.
The human resource department would only need to determine which of its world regions would require more employees, and from the list of the online applicants, they can choose desirable candidates. This has seen the firm amass a large pool of competent and very effective employees in its various world braches.
Online assessment may not be easy. However, Deloitte has been able to assess his employees on an online basis. Candidates would be scrutinized to ascertain their suitability for the firm’s brand.
Some of the factors that would form the basis for the assessment are age, the level of education of the applicant, the experience in the relevant field, other additional professional certification, and the grades attained at various level of learning. These credentials would help form the basis for employee’s qualification. This process is time saving and less costly. The firm would not need to put advertisement on the dailies, which may take time to yield desired result.
The company would stand a better chance if it would consider increased scouting for employees in various universities as a back up to online recruitment.
Adam, F. & Healy, M. (2000). A Practical Guide to Postgraduate Research. Dublin: Blackhall Publishing.
Fifield, P. (2007). Marketing Strategy: The Difference between Marketing and Markets. Oxford: Elsevier Butterworth Heinemann.
Ward, K. (1999). Cyber-ethnography, and the emergence of the virtually new community. Journal of Information Technology. 14: 95-105.
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Weiss, R. (1994). Learning from Strangers: The Art and Method of Qualitative Interview Studies. New York: The Free Press.