What’s new in Graduate Recruiting?
The start of this New Year reminded us of the excitement we felt when we graduated from university and looked to enter the workforce – wide-eyed, confident and probably a little naïve. It was quite a few years ago and a lot has changed for candidates and recruiters alike.
In the era before mobile phones or even the Internet as we know it today, looking for a job and applying for a vacancy was a time consuming exercise. It all started with getting the local paper or a trade magazine and flicking through to the job ads in the classifieds section. Then armed with a red pen or yellow marker, graduates would circle the vacancies they were interested in. Taking great notice of each ad’s requirements, the next steps were to write or type a cover letter, print a copy of your CV and send everything off in the post.
This was repeated for every vacancy graduates wanted to apply for. And in the days before email, you had to keep a close eye on the letterbox for a response or sit by the telephone waiting for a call that might never happen.
This process took up a lot of time for employers as well. From creating the job vacancy copy and design, to whittling down the large number of paper-based CVs by actually reading all of them. It is thought that the practice of employers to only respond to successful candidates started pre Internet as thank you letters simply took up too long to write and cost too much on postage charges.
How times have changed from the days of snail mail. Social media, job boards, websites, email and the likes of LinkedIn have made job searching incredibly easy and fast! The old trusted CV is still being used, but rather than it being the main sales tool it now serves as a base document. Graduates use it to create LinkedIn profiles or online CVs on job boards such as Monster.co.uk, which enables candidates to apply for suitable roles at the click of a button.
The role of social networks over the years cannot be underestimated either. Not only are they much bigger than they used to be, but people no longer have to directly speak to each other to remain ‘in touch’. By reading each other’s status updates, they remain informed and the barrier to ask for help with the job hunt is much lower.
For recruiters, this has opened up a variety of new ways to attract and engage with potential candidates. Activity used to be restricted to geographical locations, graduate recruitment programmes within universities or industry sectors. While candidates will still search for job within their preferred parameters, recruiters can now access a much wider pool of job seekers by advertising and identifying suitable candidates on nationwide job boards, professional social networks and more.
Not only that, it has become the norm to engage with candidates via social media and even become an active part of their network. How many LinkedIn requests to connect do we all receive each month?
Current graduates are part of generation Y, and familiar with the benefits technology can bring. Social candidate searching should form part of every recruiter’s strategy: the technology is there to identify suitable candidates and easily track their progress. What’s more they can measure ROI per channel, making it easy for recruiters to identify where to focus their efforts to find the most suitable graduates.
For more info on social candidate search contact the Bond Adapt team on 01903 707070 or firstname.lastname@example.org.