加拿大论文没过：如何确保营销过程的有效性

加拿大论文没过：如何确保营销过程的有效性

为了确保营销过程的有效性，组织中雇佣的员工能够有效地完成他们的工作。重要的是，应该为管理者提供一个未来的证明策略。在就业市场上，以一种非传统的方式做事是非常重要的。重要的是，市场上的经理应该避免浏览成堆的简历(Male, 2010)。为了招聘和确保业务流程越来越具有创新性，可以实施各种策略。未来可能采用的有效策略之一是，甚至在查看一堆简历之前就创建一个开放的活动，比如“开放之家”(open house)。在《华尔街日报》发表的一篇文章中，一家初创公司表示，他们举办了一个活动，在1200名申请该职位的求职者中，只有400人真正出现(Acquisti & Fong, 2016)。

加拿大论文没过：如何确保营销过程的有效性
这是自我选择。许多人没有迈出第一步，甚至需要迈出第一步。另一个策略是，经理们在未来可能会遵循的是进行小组讨论。在市场营销工作中，与潜在的候选人进行互动是非常重要的，因为这是一个很好的方式来检查他们的性格，他们对自己的工作的兴趣水平和沟通技巧。它还能让人知道某人是否符合企业文化。除此之外，管理人员还需要注意一些过去候选人的现有情况。过去可能有很多候选人在过去工作得很好，但是他们离开公司的原因是不同的。重要的是，经理们应该与这些人保持联系，如果他们有兴趣回到公司，就应该跟踪他们。

加拿大论文没过：如何确保营销过程的有效性

In order to ensure that the process of marketing is efficient, the employees who are hired in the organization are capable of doing their jobs efficiently. It is important that there should be a future proof strategy for managers. It is very important to do the things in an unconventional manner in a job market. It is important that the managers in the market should avoid going through the stack of resumes (Male, 2010). There are various strategies which can be implemented for the purpose of recruitment and to ensure that the business process is more and more innovative. One of the efficient strategy which may be adopted in future is to create an open event such as the open house before even looking at the stack of resumes. In one of the article published in the wall Street journal, a startup stated that they made an event in which out of the 1200 applicants who applied for the job only 400 actually appeared (Acquisti & Fong, 2016).

加拿大论文没过：如何确保营销过程的有效性
This is the self-selection. Many people who do not take the first process even need to take the first step. Another strategy which may be followed by the managers in future is to have a group discussion. In a marketing job, it is very important to have the interaction with the potential candidates, as it is a great way to check their character, the interest level which they have for their job and the communication skills. It also makes one to know if someone fits the corporate culture or not. In addition to this, the managers also need to take care what are the present profiles of some of the past candidates. There may be many candidates in the past who have been working well in the past, but they left the organization because of different things. It is important that the managers should be connected to those people and keep a track if they are interested in coming back with the company.