Your at-a-glance guide to what’s happening, who’s moving and what’s trending...
UP FRONT • UP FR GLOBAL
Michael Nathan has joined Mace Group, taking responsibility for their Emerging Talent Programmes. Michael was formerly at Lloyds Banking Group managing graduate and undergraduate recruitment, and represented the Finance Sector on the AGR Advisory Council.
Aimee Harrisonwild has been appointed Relationship Manager for STEM, for the University of Leicester’s College of Science and Engineering. Drawing upon her experience at the University’s Career Development Office, Aimee will develop and enhance collaborations with UK science, technology and engineering organisations wishing to attract talented students to roles in their business. Aimee is initially concentrating on placements for MSc. Students. T: 0116 229 7033; E:
aw130@le.ac.uk
Charlotte Morris joins GRB Brighton having graduated from Manchester University in Psychology. She’ll be working with FMCG and retail recruiters.
Jack Downton joins GRB London having graduated in Business Management from Brighton University. He’ll be working in the Experienced Hire team focussing on IT recruiters.
Global Spotlight
We asked AGR members to share a case study into global recruitment territories around the world. Here we explore Italy and Nigeria.
Nigeria Microsoft: Jessica O’Gorman, Talent Acquisition Specialist, Microsoft
Number of graduates recruited in Nigeria: 22 interns and two graduates to date.
In what key ways does graduate recruitment in Nigeria differ to the UK? Nigerian students are required to do a one year National Service (NYSC) before engaging in formal employment. Internet access is limited due to irregular power cuts, thus students are unable to get online to view job postings.
How does this inform your Microsoft’s approach to attracting, recruiting and retaining graduates there? We use various channels to engage with potential graduate hires – campus events, via MSPs, online via Facebook and Twitter, referrals through our Education teams – these are all effective. As for the one year NYSC, we are readily prepared to take students who have completed the service – our staffing teams are aware of the requirement when screening profiles.
AGR READING CORNER
Keep your finger on the pulse by checking out these current reports and surveys:
Title: Driving New Success: Strategies in Graduate Recruitment Publisher: CEB Summary: : Driving New Success is based on a global survey of almost 4,000 employers across a range of sectors. A selection of key findings is outlined in ‘Numbers’ on page 7. Website:
www.executiveboard.com
Title: Global Graduate Recruitment and Retention Survey Publisher: INGRADA Summary: The INGRADA Global Graduate Recruitment and Retention survey is compiled from data collected from a number of national associations that operate in the campus recruitment industry, including AGR. Website:
www.agr.org.uk
6 Graduate Recruiter |
www.agr.org.uk
What best practice do you feel could also be applied in the UK? Maximising the relationship between staffing and education is something we can carry through all of our subs and regions. We’ve also built into our SLAs with the education clients, a clause around how their staff will get more involved with university recruiting into our robust intern and grad programmes.
Italy
ESCP Europe: Enrico Cocchi, Head of Students Careers for the London Campus,ESCP Europe
In what key ways does graduate recruitment in Italy differ to the UK? Graduate recruitment in Italy is quite different with respect to the UK, especially when it comes to deadlines and timelines. Companies tend to visit university campuses later on, usually in spring. Students also don’t apply for graduate roles until they are close to finishing their studies. With the ongoing economic recession in Italy, more and more graduates are looking to work abroad, and are seeking opportunities in Europe, Asia and the Americas. This is a good chance for UK recruiters to tap into a pool of talented graduates, who are usually highly skilled and multilingual. At ESCP Europe, for example, most of our students are usually fluent in three or even four languages.
How should these differences inform an employer’s approach to attracting, recruiting and retaining graduates in Italy? If a British company is attending a Careers Fair in Italy, they should be aware of students’ expectations. Often recruiters in Italy would accept CVs at this type of events, and they might arrange interviews and assessments centres very shortly after the Fair.
MOVERS AND SHAKERS
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