‘Register your interest’ is sweeping the graduate nation!

Do you currently operate a register your interest function for graduate recruitment? If your answer is no, then our question for you is… why not?

One of the actions we often discuss with our clients is how to develop a “register your interest” (RYI) option, which has the ability to create a pool of candidates in advance, for a later future talent requirement. Below are listed tasks that require a low cost investment, but will help to build momentum during your campaign.

Task One: Ensure your website is up-to-date

Employers can often make the mistake of not updating their information from previous years. How will candidates know what they are applying for if the correct details are not displayed? You want to attract the best quality candidates, and they are expecting the same quality in return.

An example attraction statement would be:

“Interested in joining *company name*? Register your interest here for 2016 graduate, industrial placement and summer placement jobs.”

Task Two:  LinkedIn       linkedin

Utilise social media! Did you know that more and more graduates are now taking to LinkedIn searching not only for company profiles but also job opportunities? We suggest that you post in relevant groups detailing about live RYI function for 2016 Graduate/ SP and IP recruitment; and include the link. Posting to your news feed will also raise awareness for passive candidates.

Task Three: Twitter            

Tweet to raise awareness, use consistent hashtags to create trends for searches– We recommend that this is done in mid-September to inform candidates that the RYI function is open for 2016. Reaching out to graduates in the places where they hang out shows that you are going a step further than your competition.

Task Four: Universities

Contact between 1-3 local target universities to find out what opportunities exist around engaging with target students. This workload can be divided between the HR and Operational team and can be extended to running a session about the realities of working within your specific industry.  An added positive by doing this is that it  helps to build employer brand loyalty ready for when you’re next recruiting.

Also, you should ask Universities to promote the RYI Link to their students so that you can get in touch when future recruitment goes live. Word of mouth is a free form of advertising – use this to your advantage!

Task Five: Internal Communications

Including a link to the RYI form will allow any internal stakeholders to signpost interested parties to the right location.

By following these steps, you will be closer to creating a talent pool that can be utilised for future need. And let’s face it, being one step ahead head in the Graduate recruitment game never did anyone any harm!

Written by Josephine Lester, Marketing Executive

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What does the current migrant crisis mean for UK recruitment?

With the current migrant crisis sweeping the nation, there is a large speculation on the expected intake for the UK, with figures rising to 20,000. But what does the influx in migrants really mean for the UK job sector and recruitment within the next few years?

The Chartered Institute of Personnel and Development (CIPD) stated a poll of more than 1,000 British businesses were making a “rational decision” to hire foreign labour. This is due to findings that businesses who employ workers from the European Union were more likely to see their business growing within 2 years.

According to the CIPD, the most common reasons for hiring migrant workers have been stated as:

  • Better job specific or practical skills (56%
  • Work ethic (34%)
  • Better prepared for work (26%)
  • More work experience (25%)
  • Better qualifications (23%)

As well as the contributing factors indicated, HR professionals have also declared that foreign workers stay in jobs longer than UK workers. With 33% of UK employees job hoping or moving roles more and more frequently for different factors such as benefits, higher salary and new opportunities. Therefore, increasing the intake of migrants into the workforce means that not only stability is added but also a ‘long stay’ culture, which other employees can follow.

Culture Ethnicity Diversity Nation People Concept

Many businesses have also stressed that migrant’s offer the ‘something extra’, for example added skills such as numerous languages and understanding of different cultures. Furthermore, where the skills or values are used effectively it can result in a positive impact on business development, due to an increased level of performance from workers.

There are various industries that almost entirely rely on migrant work forces for their staff intake. Such as the security services within Birmingham, where the workforce is made up of 60-70% migrant workers. This is mainly due to the low application numbers from UK citizens and without the migrant intake hiring managers within the industry have speculated about an extremely high number of vacancies for unfilled roles.

But we have to ask how fitting migrant workers are with British business cultures? It can be thought that language barriers may have an impact on working relationship with colleagues and understanding of clients and therefore working relationships. However creating a more diverse workforce is at the top of any HR manager’s agenda and therefore accepting changes such as languages differences and cultures should be a part of a Western business environment and a step in the right direction for accepting the changes within today’s society. Migrant workers have also facilitated growth within the economy and also brought benefits to the tourism industry, which not only provides greater cultural links with nations but also helps in the growth of international trade

For more information on skills shortages within the UK and how to fill your ‘hard to fill’ roles, contact Cohesion on 0121 713 6956.

FUTURE PROOFING GRADUATE RECRUITMENT

Recently there have been a number of reports stating the difficulty that employers are having when it comes to filling graduate roles. This hasn’t gone unnoticed by recruiters and the Cohesion Graduate Recruitment Team has certainly seen a change in the market over recent years.

The AGR did predict a rise in the number of roles available from 2013-2014 and it seems that their estimates were credible. But what can employers do to ensure that there is interest in their graduate roles and schemes?

Graduates are becoming more sophisticated, no longer will a pen and free key ring gain you, well, anything! Graduates want more and this may be in terms of good freebies but they are also looking for the perfect job, in the perfect company and so selling “you” is becoming ever more vital.

A crucial element of graduate recruitment is starting early. It is difficult to succeed without solid foundations, and as any building needs a solid base, the interest of graduates needs to be attained at the earliest possible stage.  It’s not about trotting into a class full of final year students with some jelly beans and car stickers, it’s about playing the long game, putting the time in and ensuring that first year graduates know about you and the opportunities you have. Brand awareness is the new free key ring!

Companies such as Thales are already putting this in to practice and visiting students in their first year of University. What could be a better way of gaining their attention? They know who you are instantly, they know about your graduate scheme and there is a sense of familiarity almost 3 years before they begin looking for their first job after graduating.

Do you get to know your graduates? Here at Cohesion we are committed to frequently engaging with our candidates. Whether that be via an email, a prep call or an SMS, we are constantly connecting with them and creating a two way relationship which enables them to talk to us as much as we talk to them!

We are using technology to our advantage, we recently hosted a very successful Twitter Q&A campaign which enabled us to instantly connect and engage with candidates.

Whilst this was hugely beneficial to the recruitment process, we cannot forget that the power is in the people and whilst technology is only going to get more important (98% of graduates apply online for a job), don’t forget how valuable a phone call can be or an on campus student ambassador who can shout about how great you are.

Graduates are gaining power. They know that 23% of employers had unfilled vacancies in 2013-2014. They know we want them, and they know we will work hard to get them on board. As the pool of graduates gets tighter, competition rises and attracting graduates will be an ever increasing challenge.

We aren’t going to be left behind, are you?