The-Ultimate-Guide-to-Graduate-Recruitment

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5 TRENDS IN GRADUATE RECRUITMENT DEVELOPING RAW TALENT A growing number of companies are recruiting based on raw potential rather than on skills and are then developing this potential themselves through training and development programmes. Given Gen Y’s apparent hunger to acquire new skills, this focus on training, is likely to exert a positive impact on a company’s ability to attract, motivate and retain graduates. Developing this pipeline of talent is increasingly important as competition for new talent continues into 2017. THINK GLOBAL, ACT LOCAL In response to the global talent shortage, employers are looking at a much wider talent pool as the world is now deemed a much smaller place due to the improvements in technology and social mobility. for what is needed now locally. This is going to be a huge challenge as graduate vacancies are set to rise in 2015 to pre-recession levels, rising by 8.9% from 2014(High Fliers Research). As competition increases and the ‘war for talent’ intensifies, it is important employers start to plan for and develop strategies to attract and recruit from further afield while maintaining a focus on the needs of the local business function. Building a network of potential candidates from international students studying in the UK to those who are relocating from overseas. The time is now to ensure you are the first in attracting a more diverse talent pool of students and graduates. There is a big difference between recruiting for what is needed for future leadership roles globally and recruiting PAGE 21
SOCIAL MEDIA WILL BECOME CRITICAL TO THE HIRING PROCESS 2017 will also see social media play a bigger role in the hiring process than it has in the past. Lots of employers are already warming up to the benefits it offers – the ability to carry out pre-employment checks on social media profiles for example. Importantly, networks like Twitter and LinkedIn are widely recognised as useful places to find students and graduates who are looking for work. As the jobs market improves, there’ll be more candidates using these channels to research potential employers and to apply for graduate jobs and schemes. Ensuring you are in this digital space and building your profile as a graduate employer is essential. WE ANTICIPATE MOBILE CONTINUING TO BE A STRONG THEME FOR THE FUTURE Whilst 88% of UK candidates searched for jobs via mobile in 2013, jobseeker mobile activity has already doubled in 2014, according to Eploy. we’ve seen a massive 190% increase in applications made from a mobile device, and a 196% increase in mobile logins on our clients’ candidate portals. We’re only half way through 2014 and yet the number of mobile logins and applications is almost equal to the whole of 2013.” - Chris Bogh, Technical Director at Eploy. Innovation in mobile ready career sites is set to rocket in 2015. It is critical in attracting new talent, mobile everything is sparking interest in large well established organisations to support their recruitment strategy as well as bolstering opportunities for SMEs to attract more candidates. Mobile isn't going away and it is only going to get easier and more available to more people. Making it part of the graduate recruitment strategy is imperative if employers are to take advantage of every possible recruiting technology available. Is your careers website mobile optimised? “By comparing our clients’ average monthly figures from 2013 and 2014, PAGE 22
Page 1 and 2: THE ULTIMATE GUIDE TO GRADUATE RECR
Page 3 and 4: 1 ONE WHAT ARE THE MOST COMMON TYPE
Page 5 and 6: THE TECHNICAL EXPERT SCHEME PROS AN
Page 7 and 8: 2 TWO WHAT QUESTIONS DO YOU NEED TO
Page 9 and 10: LAUNCHING THE GRADUATE SCHEME WHAT
Page 11 and 12: MANAGING YOUR GRADUATE SCHEME WHAT
Page 13 and 14: WHY DOES GRADUATE RECRUITMENT FAIL?
Page 15 and 16: FORGETTING IT’S ABOUT ENGAGEMENT
Page 17 and 18: DEFINE YOUR PROPOSITION TO ATTRACT
Page 19 and 20: THEME YOUR MONTHS AND WRITE CONTENT
Page 21: 5 FIVE TRENDS IN GRADUATE RECRUITME

The-Ultimate-Guide-to-Graduate-Recruitment

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