Graduate & Campus Recruitment around the world #GRADR
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Graduate & Campus Recruitment around the world #GRADR
Global news feed for graduate & campus recruitment
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To Acquire Better College Talent, Start Better Conversations

To Acquire Better College Talent, Start Better Conversations | Graduate & Campus Recruitment around the world #GRADR | Scoop.it

Most companies talk at potential hires. “We’re the leader in…” “We need talented employees who…” “Our goal is to grow…”
That’s not the right way to attract the best people. Instead, you should be starting actual two-way conversations. Yes, as in two people talking back-and-forth, with both sides listening.
We worked together several years ago when Rod was VP of Global Recruitment at Hilton Worldwide and he introduced David to the HR director responsible for Hilton’s campus recruiting efforts. To support its growth, Hilton needs a continuous supply of talent and is especially interested in attracting young workers to connect with their millennial customers.
At the time, Hilton was using a traditional campus recruiting approach, which meant that they showed up on campus and pushed – let’s be honest – propaganda at students. Yes, Hilton was literally bragging about being the first hotel brand with color TVs and room service.

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3 Redenen waarom 60% van de trainees vertrekken na hun traineeship

3 Redenen waarom 60% van de trainees vertrekken na hun traineeship | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
Vorige week sprak ik E., die tijdens haar traineeship een burn-out kreeg. Wat ik te horen kreeg, was het intrigerende verhaal van een ambitieuze, rationele young professional die ondanks alle beloftes over een gouden toekomst compleet instortte op haar 26e. Zesentwintig jaar en een burn-out. Sta daar even bij stil. Helaas is haar verhaal niet de uitzondering op de regel. Een absurd hoog percentage trainees kampt met stress en onzekerheid. Met alle gevolgen van dien. Meer dan eens onderbreken deze stuk voor stuk hoog gemotiveerde, uitermate getalenteerde net afgestudeerden hun traject of vertrekken naar een andere organisatie zodra ze de kans krijgen. Niet alleen op z’n zachts gezegd vervelend. Ook totaal onnodig. 

Begrijp me niet verkeerd. Organisaties hebben enkel goede intenties wat betreft hun traineeships.
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8 Tips for Managing Millennials More Effectively

8 Tips for Managing Millennials More Effectively | Graduate & Campus Recruitment around the world #GRADR | Scoop.it

If managing millennials is a major topic of conversation — and frustration — in your organization, here are eight things managers and your organization can do that will bring out the best in your millennials. These practices will help you increase engagement and reduce professionalism and work ethic issues. Making these practices an integral part of your culture will also improve the effectiveness of your employer branding efforts, because you will provide a work experience that attracts A-list millennial talent.
As explored in “Your Millennials Are Your Canaries,” these practices will help managers become more effective at motivating ALL employees, not just your millennials. However, because this generation was born into societal norms of highly attentive adults, customized customer experiences — i.e. the Starbuckification of the customer experience — encouragement of empowered childhood activism and parental admonitions to make a difference in the world, millennials have higher expectations of the work experience than previous generations. Thus, supervisors need to develop more skillful and sophisticated approaches to managing these employees if they want to bring out the best in this generation.

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How to manage the millennials

How to manage the millennials | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
What can employers do?

In reality, there are strong similarities between millennials and the generations that have preceded them: they want security and variety in their career; they want to be stretched and challenged; they want to work for a company of which they can be proud; and they have every intention of being loyal.

But there are many ways in which this growing proportion of the workforce is different. They have strong beliefs and expectations that extend to the workplace. There are a number of key steps employers can take to address the concerns that have been raised through this research:
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38 Percent of Millennials Want This Improved at Work

Eighty-seven percent of company recognition programs (a $46 billion market) are focused on tenure (years of service), according to Bersin by Deloitte, a leading research and advisory firm. Yet tenure based reward systems--a 10 year pin, 20 year gold watch, etc.--have little to no impact on organizational performance.

"It turns out that many of these tenure based rewards programs are really legacy programs from the turn of the century when labor unions forced management to give employees 'service awards' and hourly raises for tenure. Most large companies still have these programs today, yet only 58 percent of employees even know such programs exist. So for the most part they aren't creating much value," says Josh Bersin
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Instagram is growing faster than ever

Instagram is growing faster than ever | Graduate & Campus Recruitment around the world #GRADR | Scoop.it

Instagram appears to be picking up new users faster than ever before: the company just announced that it’s hit the milestone of 700 million monthly active users. It’s the shortest time Instagram has ever taken to add 100 million to its total.
Instagram launched in October 2010 and didn’t reach 100 million monthly users until February 2013. But ever since hitting 200 million in March 2014, the Facebook-owned service steadily added 100 million to its total every nine months until last December, when it announced 600 million monthly active users. That meant it took Instagram six months to gain those 100 new users, and this time it’s taken just four.
Monthly active users is a commonly used metric, but it’s not without its limitations. The figure doesn’t allow for much nuance in terms of engagement: someone who checks and posts to Instagram multiple times a day is far more valuable to the service than someone who scrolls through their timeline once or twice a month. 

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Get Paid to Interview-The New Way to Recruit Millennials

Get Paid to Interview-The New Way to Recruit Millennials | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
So, I ran into a young guy who I haven’t seen for quite a while.  I gave him career advice a few years ago, and today he’s an Auditor for one of the National accounting firms.  During our “how’s the job going” conversation, I suggested that he should always keep an open mind in terms of exploring other opportunities.

In a defensive tone, he said that he doesn’t return phone calls from headhunters and he doesn’t believe in applying to jobs that are advertised on-line.

When I asked the reason why?

He said that he really hates interviewing.  And the whole process is a total waste of time if you already have a job!
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Evolve your Employer Brand as your Company Grows

Evolve your Employer Brand as your Company Grows | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
It’s not easy to recruit top talent if you run a small or midsize company. But there’s one area where even the tiniest firm can shine: by developing a great employer brand.

What is employer branding? Your employment brand is the perception by current and potential employees of what it’s like to work for your firm.

“An employer brand is the experience people will have when working with you,” says industrial and organizational psychologist Steven Lindner, executive partner and officer of The WorkPlace Group, a provider of outsourced and strategic recruiting solutions based in the New York City area.
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What are chatbots and why should marketers care?

During the recent F8 summit, Mark Zuckerberg took to the stage to announce the integration of chatbot technology into Facebook Messenger.

Explaining his desire for the consumer to “be able to message a business in the same way you message a friend”, he proposed a new step forward for conversational commerce.

But hold the iPhone, Zuckerberg. Before you get us all excited about something we didn’t even know we needed...

What exactly are chatbots? And with brands like Uber, Skyscanner and Amazon already getting in on the act, why does it spell such big news for marketers?

Here’s a run-down of everything you need to know.
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Recruiting Trends to Watch in 2016

Recruiting Trends to Watch in 2016 | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
Our friends at Glassdoor recently published five trends in recruitment that they predict we'll be seeing a lot of in 2016. Since so many of our readers are in management (or even HR, specifically), we thought you might appreciate a quick rundown of Glassdoor's predictions. To view the full article "Glassdoor’s 5 Recruiting Trends to Watch in 2016" in its original form, visit Glassdoor's website.

1. Job seekers will do more research
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How Company Culture Impacts Day-to-Day Behavior

How Company Culture Impacts Day-to-Day Behavior | Graduate & Campus Recruitment around the world #GRADR | Scoop.it

Think about a memorably fantastic experience you’ve had with a frontline employee. What was it that made the encounter so special?
Chances are, it was something more than just having your expectations met. Perhaps the employee helped you through a challenging situation, or anticipated a significant need. Perhaps they simply showed through their actions or demeanor that helping you out was their number one priority, regardless of everything else on their plate.
This kind of behavior can transform even the simplest encounter into something special. And it’s not something employees typically pick up from a rulebook.

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Millennial Careers in 2020

By 2020 Millennials will make up over a third of the global workforce.
That’s one reason so many reports about them exist. Some say they are disloyal, self-absorbed and lazy, while others claim they’re a generation of digital entrepreneurs and innovators. Some aim to dispel the myths others have created. Just type “Millennials are...” into a Google search
to see the stereotypes.
This is not just another Millennial report. This report presents
new findings with fresh insights from the perspective of both
employers and employees. As world of work experts, we have nearly 30,000 employees advising 400,000 clients on hiring decisions andtalent development every year. We find work for 3.4 million people—about half of whom are Millennials
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Engineering talent at Siemens

Engineering talent at Siemens | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
To mark National Apprenticeship Week, Martin Hottass, general manager Siemens Professional Education UK, comments on how apprenticeships are helping the business grow its own talent. 

Renowned as one of the world’s leading engineering companies, apprenticeships have remained at the heart of Siemens for over 150 years. As the business has expanded into new areas, apprenticeships have grown with it - ensuring we can develop and retain the skills needed across our extensive portfolio.

Maintaining a loyal workforce

With around 15,000 employees in the UK, Siemens has 650 apprentices currently across its business. We recruit 150 new apprentices a year, primarily in advanced and higher engineering roles, but also offer apprenticeships in business administration, project management, finance and IT. 
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Reaching Millennials in 2017: Turns Out, They're on Their Phones

Reaching Millennials in 2017: Turns Out, They're on Their Phones | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
In case you haven't heard in the last decade or so: Millennials are kind of a big deal.

We've become used to hearing about Millennials as "the next generation of consumers," people who are young now but whose purchasing power will grow as they grow up.

That's no longer the case. Millennials are adults now. Their school days are behind them. Many are married. They have children. Most have careers, salaries, and expenses.

They're not the next generation. They're the current generation.

Need proof? Look at the spending power that generation has toda

Via Brian Yanish - MarketingHits.com, Ricard Lloria
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What These New Grads Wish They Knew Before Starting Their First Jobs

What These New Grads Wish They Knew Before Starting Their First Jobs | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
s a new graduate, everyone from your slightly older BFF to your favorite college professor has most likely lined up to give you their best advice for being the very best at your first job. But even with all their amazing and wise tidbits, a few things could still take you by surprise.

“New graduates need to be flexible and observant during their first few days on the job,” says Heather Huhman, Generation Y career expert and founder of Come Recommended. “Pay attention to how people interact in the office so you can begin to learn the rules in this new environment.”
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5 Tactics to Attract and Engage Millennials - Social Talent

5 Tactics to Attract and Engage Millennials - Social Talent | Graduate & Campus Recruitment around the world #GRADR | Scoop.it

It is important to really understand millennials before attempting to engage with them so let’s quickly break down some of the common characteristics associated with them:
- Technology: What really sets millennials apart from other generations is their affinity with technology. Whereas baby boomers had to learn to adapt as Information and

- Behaviour: Having experienced the Great Recession in the late 2000s which gripped the globe, millennials have a tendency to favour their personal needs ahead of the organisation that they work for.
- Work preferences: Millennials tend to be uncomfortable with company bureaucracy and communication barriers. Instead, they value open communication, regular feedback and encouragement from management.

- Career path: Whereas the baby boom generation were fiercely loyal to their employers, millennials are less likely to follow a linear path in their career. Instead, millennials typically jump from employer to employer and place more importance on personal relationships than work.

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How to Motivate Millennials, By Millennials

How to Motivate Millennials, By Millennials | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
There are a number of key strategies that companies are using to successfully build millennial-friendly cultures and retain top talent."

1. Be liberal with trust, autonomy and creative freedom.

Millennials seek job environments where they are trusted by their supervisors and given the creative freedom and flexibility to make decisions and find their own path to success. Millennials are not drawn to instructions like those found with Ikea furniture -- just give them the plywood, glue, a vision and a due date.

Also, one myth that should be dispelled about millennials is that they hop from job to job, because they are aimless or disloyal.

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Facebook’s Messenger Lite app launches in 132 more countries today

Facebook’s Messenger Lite app launches in 132 more countries today | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
Facebook today announced a new global expansion of Messenger Lite, a low-bandwidth version of its messaging app designed for Android smartphones with limited memory and processing power. The expansion, which is adding 132 new countries on top of the existing launch markets and other additions since last fall, means Facebook’s more stripped-down version of Messenger is now available to millions of more users around the world. The service originally landed last October in Kenya, Tunisia, Malaysia, Sri Lanka, and Venezuela.
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What Generations X, Y and Z Want from #Work #Technology & INSEAD Knowledge

What Generations X, Y and Z Want from #Work #Technology & INSEAD Knowledge | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
Future employees expect a seamless virtual office and new levels of flexibility. Only three percent of working professionals currently use any kind of virtual reality (VR) applications in their workplaces. But 30 percent say VR will revolutionise their work in the coming decade, according to the second part of a three-part study conducted by the…
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The Hot New Perk That Attracts Millennial Employees

A major concern, especially for younger employees, is crushing levels of student debt. The statistics are staggering — $1.3 trillion in total debt, with the average 2016 grad carrying more than $37,000 each. As employees need higher and higher levels of education to be competitive, they’re paying the price for schooling.

No wonder our research found that one-quarter of all employees would leave their jobs for a 10% raise. The sooner employers recognize the problem, the sooner they’ll be able to attract higher-level talent. Employers around the country are tackling the problem head on by offering repayment plans. This benefit offers tangible results that any employee facing this problem will appreciate.
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Millennials with ‘portfolio careers’ — multiple jobs — increasing

Millennials with ‘portfolio careers’ — multiple jobs — increasing | Graduate & Campus Recruitment around the world #GRADR | Scoop.it

The ever-evolving nature of the workforce is changing the way professionals operate in the business world.
There is a growing trend of individuals choosing to work "gig jobs" over traditional 9-to-5 jobs. Rather than working for one employer, individuals work a series of part-time jobs that combined are equivalent to a full-time job.
Some economic experts, like Lakshman Achuthan of the Economic Cycle Research Institute, have expressed deep concerns about U.S. households working several part time jobs in order to make ends meet, giving the appearance of a robust job market.
But where some see barriers, others see opportunity. The times, they are a changin'. For the self-reliant and independent worker who values flexibility and choice, establishing a portfolio career is a popular option.

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Deloitte millenial survey 2016 summary.pdf

During the next year, if given the choice, one in four Millennials would quit his or her current employer to join a new organization or to do something different. That figure increases to 44 percent when the time frame is expanded to two years.
By the end of 2020, two of every three respondents hope to have moved on, while only 16 percent of Millennials see themselves with their current employers a decade from now. This remarkable absence of loyalty represents  a serious challenge to any business employing a large number of Millennials, especially those in markets—like the United States—where Millennials now represent the largest segment of the workforce.
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What Do These U.S. Hiring Trends Mean For You

LinkedIn have just released their 2015 Talent Trends report, compiling responses from more than 1,600 professionals in the U.S. and Canada. Here’s a quick breakdown and what it means for you:
Competition is increasing in unusual ways:
Only 30% of the workforce in the two countries is considered active talent, up 25% last year.
The study finds that active searchers aren’t necessarily unhappy with their jobs — nearly half said they were satisfied, while 20% said they were neither satisfied nor unsatisfied.
45% of all American and Canadian workers (both active and passive) are participating in professional development opportunities, “with one eye open for their next opportunity,” as LinkedIn puts it, even though only 30% are actively looking for jobs. These include researching jobs, researching companies, networking, and updating résumés.
What this means for you: Even happy workers are on the hunt for better opportunities. That means now is the time for more targeted recruiting and a stronger employer brand to reach new talent, as well as employee engagement initiatives to retain your best talent.
Workers rely on friends to find new opportunities:
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Millennials Don't Exist! Adam Conover at Deep Shift

A millennial marketing conference asked me to give a talk on how to market to millennials. The thesis of the talk I gave: Millennials don't exist and the entire idea of "generations" is unscientific, condescending, and stupid. For more misconception destruction, check out my show ADAM RUINS EVERYTHING on TruTV! New episodes coming in August!
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Think You Can't Measure Candidate Experience?

Think You Can't Measure Candidate Experience? | Graduate & Campus Recruitment around the world #GRADR | Scoop.it
As recruiters, we have two main groups of stakeholders: the hiring managers whose teams we’re hiring for, and the candidates we are assessing and advocating for throughout the process. In comparing the two, it can be straightforward to understand how well we’re fulfilling hiring managers’ needs through frequent alignment meetings, a speedy process, and ultimately making an excellent hire. However, it can be tough to understand how our process is interpreted by candidates. I’ve spent a lot of time considering this as Director of Talent Acquisition at Greenhouse.
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