Targeted Storytelling
We transformed our
early talent website where you can read the people and project
stories. The site has links to videos, information and to the application process.
and share their experiences. So it is not simply a recruiter pumping out messages.
in her wardrobe to get to those hard- to-reach clothes; and another who went to university to study radiology only to give it up to take up a BTEC a nd fulfil her passion of going into construction.
One of our school leavers went up to a Laing O’Rourke director in a restaurant and introduced himself - and felt so inspired, he went on to apply for the programme.
Another has travelled from Afghanistan (via Pakistan, Iran and Holland) and is the first person in his family to get an education.
We also had one person who was told that he would be wasting his parents’ money if he went into engineering, by his Physics teacher!
There were so many amazing tales – testament to the skills, ingenuity and determination of our people.
Sharing with peers, parents, teachers and beyond Okay, so you have got the stories. What do you do with them?
We transformed our early talent website where you can read the people and project stories. The site has links to videos, information and to the application process. Much of this information was replicated in a new brochure (yes, some of the more traditional elements are still key to our audience).
We have set up a Facebook page (very much in its infancy) we are on Instagram, and critically, we are encouraging our own school leavers and graduates to be active members of the community
We have not forgotten parents; a massive factor in helping apprentices, school leavers, and even graduates, make the all- important decision. We have produced a small brochure for them, initially online, but now it has moved into print also.
These stories are not just a way of connecting with school leavers, scholars and graduates to get them to apply; we see as much potential in sharing insights throughout the process – from the moment they apply to the day they join us, or the moment they are told of their unsuccessful applications. Giving bad news in a good way is very important to us.
The chance to build Blavatnik! We have also changed our application process.
We have a new online process where applications are screened within 72 hours, providing feedback quickly and giving us the best chance of hiring in- demand talent.
Advice packs are sent out to candidates both at the telephone interview and the assessment centre stage, to make the process as fair and accessible as possible.
Our biggest step forward in the application process is the development of a new group exercise. Back in 2013, we won the bid to build the new Blavatnik School of Government at Oxford University, a building endowed by the Russian billionaire Leonard Blavatnik.
We have developed an assessment exercise that challenges graduates to become part of the bid team and work out how to win it.
For them, it is a great way to get to know more about our business; for us, we can put together people with different skills and find out how they work in this environment.
We have a new
online process where applications are screened within 72 hours, providing feedback quickly and giving us the best chance of hiring in-demand talent.
Only the beginning Innovation is critical to Laing O’Rourke. It’s what makes us stand out in our industry, and we need to do the same in recruitment.
So what we have done to date is only the beginning.
We are looking at how we can work with universities and students much more closely; and we have got exciting plans to bring some new thinking to graduate recruitment at large.
Watch this space! n
www.agr.org.uk | Graduate Recruiter 23
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