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James Herbert - Brightsparks - September 24th

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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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