Given today's financial climate, we all know that this year graduate recruitment requires a different approach. It certainly doesn't make sense to abandon your graduate recruitment programme but you can, however, be smarter about your processes, the tools you use to recruit and adapt your methods to the time.
The bottom line is that there are fewer graduate positions than last year, and many, many more candidates. Some companies report as much as a ten-fold increase in the number of CVs they need to evaluate. At the same time, many graduate recruitment teams have been thinned.
The questions are; how do you find the best graduates when your budget may be limited? Can you be sure you're not overlooking the best candidates, for them to be snapped up by your biggest competitor?
Hints and Tips
Use the technology available - graduate recruitment technology has improved in leaps and bounds in recent years. Systems can help with everything from sourcing and screening, through to onboarding. There are many high-impact, lost-cost options available. You owe it to yourself to check it out.
Be prepared to be inundated - fewer graduate positions and lots of redundancies mean there are more candidates competing for the same positions. Prepare to be inundated with applications. Can you properly process and handle hundreds of CVs? Are you sure you won't damage your brand by leaving candidates hanging and not getting back to them? The key is making sure all candidates are properly assessed and no one slips through the cracks - an eRecruitment system can help you manage this process.
Keep an eye out for the next instalment!
For more information on recruiting graduates during a recession, please download our whitepaper ‘The 15-minute Guide to Graduate Recruiting in a Recession’, from our website.
-Emily
Picture credits: Loan Advances
Comments