James Herbert - Brightsparks - September 24th
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James Herbert - Brightsparks - September 24th
- 1. How to Attract and Select the Best Graduate Talent
- 2. Recruiting graduates is all about attracting and spotting talent • Lack of experience • Lack of relevant networks • A different approach is required
- 4. Attracting Talent… what are employers doing now? • The average employer is actively marketing at 20 UK Universities – Careers fairs – Campus recruitment presentations – Online advertising • Most graduate employers are increasing their emphasis on social media… many are getting it wrong! • Screening applications is becoming increasingly difficult & time-consuming • Many employers complain about a “Talent Shortage” No… it is a disconnect between the employers and their desired candidates
- 5. How can we resolve this disconnect? • Jobs involve working with others face-to-face and building relationships in the real world – your attraction & recruitment should reflect this • Need to educate the target audience & stimulate conversation • Students and graduates do not live their lives through Twitter and Facebook • People discover and discus their interests and careers in off-line, real world conversations • Students then turn to Google to research • Only after this will they engage with you via social media, attend campus career presentations and be responsive to advertising • This is what we do: online and social media is merely a continuation of a conversation with our 9,000 employees and their wider network which began off-line… it works!
- 7. • Attract top candidates from a wider pool • Excite candidates • Increase graduate population • Improve process • Make savings • Have a robust re-useable graduate recruitment model Needs & Wants:
- 10. To conclude… • Graduates lack relevant experience and networks • The talent you are looking for is out there, but a different approach is required to find it • Conversation and education holds the key to successful attraction • Real world jobs are off-line and face-to-face • Crucial to focus on the core soft and transferable skills… to recruit on personality, not experience
Notas del editor
- JHStraight in….
- Executive search = based onexperiencerelationshipsnetworks (within niche or sector)Graduates by definition will not have these… Especially in the job they are actually being hired to do!Extends beyond graduates to include those with only a few years of experience.An art as well as a science
- Recruited on personality for demanding, client facing rolesMore accurately matchMerged the concepts of a recruitment business with a university alumni networkWe use for our clients and outsourced campaignsESSA 2013:£61,000 prize money awarded458 student societies accredited89,000 members of accredited societies£5.3m - combined turnover of accredited societies £490,000 - turnover of Cambridge EcoRacing Society Scheme backed by NUS, RAG & AIESEC EU 2013: 2,500 business ideas submitted £40,000 prize money awarded
- 71% of graduate employers are increasing social media emphasis [High Fliers Graduate Market in 2013 (based on Times Top 100)]33% finalist already applied to 40+ jobs [Beyond.com -Feb/Mar survey] Peter Cappelli, the George W. Taylor Professor of Management at Wharton, Why Good People Can’t Get Jobs (2012)
- De-selection allows greater proportion of time and resource spent on those most likely to succeed and improves the chances of actually finding the targeted candidatesConversations start off-line in the real worldGoogle SEO +Optimised landing and graduate pagesThe Milkround Career Confidence Report 2013:61% of graduate job seekers’ greatest influence comes from “following their own interests”10.5% “don’t know” what industry = most common response 2nd = science, research & development, but vocational courses!
- JH – introduce Simon BishopSB to present (and update slide as wishes)
- JH to presentUnique model year-round & relevant conversation“In-Campus”Conversation exists outside of the milkround over a sustained period build brand and educateWorld of peer referral & social proof co-branding enhances employer brand through association and validationUnderstand the qualities you’re really looking for:The personalities that will be most successful within your organizationCommunicate this through attraction campaignsPersonality should form the basis of the screening process The best, most suitable candidates shortlisted for the final round AC and, ultimately offered jobs
- SB to present (and amend as necessary)
- JH to presentDe-selection allows greater proportion of time and resource spent on those most likely to succeed
- If you would like to ask any questions please come and see me outside. I will also be running workshops this afternoon for those of you hanging around and it would be a pleasure to see you then.