A combination of business, communications, economic and social factors have come together to create an environment that makes your life as a graduate recruiter harder every year. As if it wasn’t hard enough, right?
These impact the role of a graduate recruiter – so much so that the job we all do now is significantly more complex, challenging and stressful than it used to be.
But, what are the changes? What can we do about it? How can we be more effective? All questions we’re going to be addressing in our next series of blogs. Starting here with a look at the shift in context that students and employers are working within. Firstly education.
Changes to Higher Education funding have influenced where people choose to go to university, meaning that the kind of talent employers usually look for is increasingly found in more unusual places.
There is also a larger proportion of students graduating now who aren’t considered employable by many businesses. To add to this, the marketplace is becoming more crowded and noisier as employers try harder than ever to get the attention of students from a younger age.
A new social network seems to pop up every month and conflicting stats around mobile can make you second-guess your efforts. And of course you have to bear in mind that the younger generations are becoming increasingly skeptical and are far less likely to give up their trust so easily.
Essentially, there’s a lot more to consider today than ever before. These factors are driving a high level of change in the way employers approach how they choose to communicate with the people their business needs. Or at least they should be.
When we look at the core principles of building and strengthening relationships with the people you need, we see that these can be broken down into basic elements:
· Where are they?
· What messages do they need to hear?
· How can I engage and support them?
· How can I dissuade the wrong and persuade the right people to apply through
conversation?
· How can we make the onboarding process as engaging and informative as
possible?
These are some of the questions we’ll be looking to answer in this blog. Along with… how can we deliver our message in a human and authentic way that reflects the candidate and her/his community? How can we create credible communications that transcend the functional elements of your brand and connect at a much deeper, emotional level? How can we pull the people we need to us, as opposed to pushing our messages onto them and hoping they’re heard?
We’ve had experience helping some of the world’s largest brands answer these – and it’s been an immense amount of fun helping them. We’ve created world-firsts and won awards for our clients along the way.
What we’ve discovered is that there’s no golden rule that will help to make you more attractive to graduates and school leavers overnight. However, there is a slight change in mind-set that you can apply to your communications strategy that will help you to become more social, mobile and personal, and ultimately help your business become more human, more valuable and more trusted – all of which pay a vital role when it comes to influencing sentiment around your brand.
In this blog, we’ll be taking a look at the change in thinking that’s required to help you position your brand as an attractive and valuable source within the communities you hope to attract talent from. We’ll break each section down, looking at what has been the more typical approach and compare that with the unorthodox thinking that’s necessary in today’s market.
We really hope you enjoy reading this, and we’d love to hear your comments and feedback. You’ll be able to find our details at www.tonic-agency.com
Tonic thinking 