By Jean Brading
This precise Briefing may also help British businesses to optimize your graduate recruitment activities.It explains: how the hard work marketplace works and the image for graduate recruiters; the way to establish and optimize the advantages introduced via graduates; what you could anticipate from graduates and what they wish from you; find out how to allure, shortlist, advertise and preserve the easiest; easy methods to mix recruitment technique with extra rapid company pressures; variety administration and the way to prevent power parts of discrimination; up to date examine, together with the findings of the 2000 version of the yearly united kingdom graduate careers survey; updated laws, together with the Dearing Report—five years on.
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Additional resources for Successful Graduate Recruitment (Hawksmere Special Briefing)
Be careful with humour – what you think is hilarious might be viewed quite differently by someone younger! An honest, documentary-style film of what it’s going to be like for new recruits can also help select out those who feel they would not fit in to the culture. Your website can be a useful way of sending out messages about your company: make sure that it is linked to all the appropriate places, and the address listed in paper publications too. Database-driven designs make for fast responses and good impressions – providing that you have consulted with potential users!
Be prompt, courteous and honest in all dealings with employers and notify them immediately if they decide to withdraw their applications at any stage. 4. When attending interviews at employers’ premises, seek only repayment of reasonable expenses incurred. 5. Once an offer has been accepted, decline all other offers and cancel other applications immediately. If candidates wish to qualify their acceptance in any way (and the possibility of further study represents such a qualification) this must be clearly stated at the time of acceptance.
Promising students would then be offered jobs,with any shortfall in vacancies being filled by attendance at the summer or autumn recruitment fairs. In these days of smaller recruitment targets,to be met often in a more decentralised way, the milkround approach may not be as useful. Even where an organisation wishes to recruit people with a particular specialism,from a university highly rated for its excellence in that subject, there are reasons for taking a wider approach. There are other ways of raising awareness about your company.