How to Attract and
Select the Best
Graduate Talent
Recruiting graduates is all about attracting and
spotting talent
• Lack of experience
• Lack of relevant
networks
• A diff...
Attracting Talent…
what are employers doing now?
• The average employer is actively marketing at 20 UK Universities
– Care...
How can we resolve this disconnect?
• Jobs involve working with others face-to-face and building relationships in
the real...
• Attract top candidates from a wider pool
• Excite candidates
• Increase graduate population
• Improve process
• Make sav...
To conclude…
• Graduates lack relevant experience and networks
• The talent you are looking for is out there, but a differ...
James Herbert - Brightsparks - September 24th
James Herbert - Brightsparks - September 24th
James Herbert - Brightsparks - September 24th
James Herbert - Brightsparks - September 24th
James Herbert - Brightsparks - September 24th
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James Herbert - Brightsparks - September 24th

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  • 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.
  • James Herbert - Brightsparks - September 24th

    1. 1. How to Attract and Select the Best Graduate Talent
    2. 2. Recruiting graduates is all about attracting and spotting talent • Lack of experience • Lack of relevant networks • A different approach is required
    3. 3. 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
    4. 4. 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!
    5. 5. • 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:
    6. 6. 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

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