ABSTRACT
Until a few years ago, each Philips business or site took responsibility for communicating with their separate talent markets. There was no single message that would give candidates an idea what it would be like to work with us or what our culture was about. The result was a scattered approach that sent different messages, made different promises and offered different benefits. Of course, some of these messages were quite appealing and effective, but there was no real consistency. This situation made it very difficult for Philips to establish and build effective links with talented people at universities and business schools. The problem was even more pronounced when it came to attracting top talent interested in international careers.
