GlobalHRU blog

Rules of HR by Judit Radnai-Toth

Posted by Aki Kakko on Jan 2, 2017 9:54:40 PM

Judit Toth.jpg

Judit Radnai-Toth, Founder at Talentbrand: "Employer branding is not a beanbag in your office; it's the magic trick that makes the talent you are seeking knock on your door".

My interest in recruitment came after I met my former manager Christopher Esposito. I’ve never met such an inspiring person in my life. With decades of recruitment and management experience, he was the first one to see the recruiter in me and he convinced me to pursue a career in this field.

Start-up recruitment is a hotspot in Hungary since Budapest has become a fast-growing start-up hub in the last few years. The need for tech talent is growing rapidly each year as more and more start-ups are born in the region. These small start-ups are usually a group of talented innovative minds without hiring experience. They need help in setting up their hiring process, interviewing and choosing the right people for their team.

While sourcing, think of engagement and the future, and nothing can make a recruiter’s life easier than an engaged network of talented professionals.

Employer branding is not a beanbag in your office; it’s the magic trick that makes the talent you are seeking knock on your door.

Implementation of an employer branding strategy for a company that already has a strong brand is not always as easy as it seems. It is important to set realistic and measurable expectations from the beginning in order to be able to evaluate success at the end of the process. A deep understanding of the market is the first step on the way to creating the correctly targeted, market-sensitive and executable employer branding strategy.

Recruitment marketing should be helpful in the whole recruitment process. It’s the art of building and communicating employer brand, reaching and engaging talent, networking and building relationships. Many companies cannot afford to wait months for the perfect candidate. The good news is that if they invest in recruitment marketing, they don’t have to.

I am interested in artificial intelligence and the possible ways of using it to build relationships. I truly believe that by simply connecting the right people, we could solve many of the world’s problems.

Hungarian recruitment lacks courage as there are many talented professionals in the Hungarian HR community who know exactly the right answers to the many problems we have in the region, but are afraid of the first step towards change.

I wouldn’t work in a large company where company culture and values are not important. I think every organization should focus on its values – these are the principal foundations of the culture.

Recruitment costs in start-ups are difficult to measure. Start-ups tend to forget a very important factor when considering hiring costs: time. Time is money, and for a smaller start-up, it can mean even more money. It’s not just about time when the team is interviewing candidates and not filling a position or not launching the product – it is about money. That’s why it’s important to have a quick and effective recruitment process from the very beginning. Investing early in employer branding also pays off; when there is an urgent need for new employees, the company will already have a talent pool which makes the hiring process even shorter.

My last PowerPoint presentation was given in 2009 when I created my first Prezi. I immediately fell in love with the product and I’ve been using it ever since. I barely use templates; I always start with a blank canvas and just throw in my ideas. This helps me to structure what I want to talk about.

Media business taught me to ask the right questions, to always be curious and to view things from different perspectives.

Great candidate experience is when you feel the recruiter is your friend, when you can ask anything and you will get a quick answer, or when you feel appreciated and important during the hiring process. Then, even if you are not hired, you will recommend that your friends should apply to this organization.

I left a start-up to run my own HR start-up because I wanted to focus more on recruitment marketing and to help accelerate the start-up scene in the region. This challenge makes me very excited and passionate about the future.


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