School Leavers Do not
inundate students with masses of emails, but be creative; and
follow up with targeted
face-to-face interactions to convert that initial interest into quality applications.
Attracting Early Talent
As graduate recruiter roles are evolving into ‘Emerging Talent Managers’, school leaver recruitment has become a significant challenge, and it is only going to grow, with a 12% increase in the volume of school leavers opportunities year on year according to AGR stats. Here Simon Reichwald, Student Attraction and Recruitment Expert at MyKindaFuture, explores the need and pressures in ensuring school leaver recruitment becomes the ‘well-oiled machine’ that emulates the successful graduate recruitment model.
O
nly 40% of employers receive more than 1,000 applications for their school leaver programmes.
So if your business has a new or stretch objective as to the volume of school leavers the company needs to recruit, what is the best way of targeting and engaging this group to drive high quality applications in sufficient numbers? The question is especially relevant when you are trying to attract those who, for a variety of reasons, are self-selecting themselves out of job hunting for such opportunities.
18 Graduate Recruiter |
www.agr.org.uk
I know after my many years in this industry (scarily more years than today’s typical graduate has been alive!), that the ideal would be to mirror the graduate recruitment process, creating a co- ordinated approach with schools, colleges and universities to allow businesses to easily connect with and recruit students across secondary and higher education.
But how real is the challenge? If we look at the way graduate employers work with academic institutions, the AGR survey tells us that recruiters target
17 universities on average, out of a total of c150, so about 11% of them. If employers did the same with the c4,500 secondary schools in the UK, they would be targeting almost 500 schools! This argument makes the point as to the extent of the challenge, which is exacerbated all the more when you factor in the very important issues of diversity and social mobility.
I have always believed there is great talent in all universities, colleges and schools, but limited resources and
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