 Graduate Sponsorships, internships, careers fairs, recruitment apps, talking CVs, LinkedIn, Facebook, Twitter, Google… these are just some of the tactics some of corporates use to snap up young talent entering the employment market. But who does that leave in the talent pool for everyone else?
In this week’s update, we explore the trends of the forward thinking corporates in recruitment and what effect this may have on SMEs and the larger businesses that are less forward thinking. After all, SMEs on their own actually employ over half of all people employed in the UK.
Sponsorship and succession planning
As well as profile raising through conferences, phone apps and online ads etc, sponsoring students through degrees is an ever-growing trend for large companies with an eye on the best talent and the money to do pursue them. With ever increasing costs of attending University and gaining professional qualifications, more and more talented and ambitious students are looking for sponsorship as a cost effective option for gaining their qualifications.
But at what age do the corporates start to target would be employees? At Jaluch we have recently seen Companies approaching students as young as 10 years old to influence their career path and choice of employer. And whilst this may be new to some employers, others have been doing this for quite some time…so perhaps a bit of catching up is required?
So what’s the catch for students and what’s the return on investment for employers? Typically, from doing a bit of research, we have found that students need to commit to working for their sponsor post university for at least 2-3 years. This gives the companies 2-3 years to find a way to turn their graduate into a loyal and committed employee thereby enabling them over time to recoup on their investment.
It’s expensive, but recruitment strategies like these provide undoubtedly great succession planning, drawing in key talent from an early age. It’s good PR too!
But perhaps too expensive for you? Then why not consider internships or other types of work placements for selected students so you keep in touch with them both during school and then as they progress their studies in further education and just then you should become one of their first ports of call when they graduate.
And as an absolute bare minimum, your recruitment team need to be competent in using social media such as Facebook, Twitter and Linkedin for identifying and recruiting.
Need a helping hand?
Our HR Consultants can provide you with the support you need to develop your recruitment strategies, so if you would like to discuss any of the points raised above, please feel free to contact the team!
Related tweets
36% graduate jobs given to those who had already done an internship or work experience with the company. ow.ly/8ppeJ
Graduate starting salaries. Scroll through the pictures to find the best and worst paid sectors. ow.ly/8poyB
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