Global thinking
Finding the right global students to secure your top graduate positions
Sometimes it is necessary to look on a global scale for your next recruit. Chris Steventon, Careers Consultant at Coventry University, with support from the Midlands International Group, explains what this may look like from a student’s point of view, and how you can adapt your recruitment process to find the best new hire.
Recruitment and use of big data systems The latest recruitment trend analysis clearly hints at use of big data being a key driver for recruiters in 2016. The emerging analytic tools and systems, which can screen and identify applicant capabilities and experience through use of system analytics and data mining, enable being able to identify, pre-screen and invite high calibre applicants to join organisations. With increasing concern about the quality of hire and the motivation and retention of those hired, the visibility and strength of employer brand is another key factor to attracting these candidates. At Coventry University and partner university careers services in the Midlands, we have been working with recruiters to help our international students to consider key tools and approaches that recruiters will take: from evaluating their global mind-set, exploring global markets and vacancy systems, through to helping them realise the skills story they may need to present to attract recruiter interest. Through hosting a global opportunities conference, where we invited a host of global recruiters, through to delivering a series of blog articles and then hosting a week of webinars, key information and recruitment advice has been gained from key global firms. The Midlands International Group, including universities such as Coventry
16 Graduate Recruiter |
www.agr.org.uk
University, is increasingly keen to engage global employers, so that the latest recruitment messages can be provided to students. Consequently, we create better networking opportunities to give students attractive global options to act as alternatives to gaining positions within often visa-restricted European job markets.
As a Careers Consultant I am often delivering presentations and workshops advising students on what online information to make available, or how to better showcase their skills both in applications and also online. Students are often unaware of the potential sophistication of future systems for screening their contributions online. Where students are applying for global opportunities, feedback from recruiters we work with has strengthened the view that information presented online may be even more significant. It would be naïve to assume that those hiring will not invest more time in pre-screening activities, before they go to the stage of meeting through Skype or other video conferencing.
Recent webinars delivered by the Midlands International Group attracted over 1000 students to engage in interactive sessions across the week. The most popular sessions were ‘Get Hired - Top Tips from International Recruiters’,
‘Working in the UK after graduation; visa law, how to apply and tips for applications’ and ‘Writing Global CVs and developing your brand’
At Coventry University, we will be hosting further webinars, with a keenness for recruiters to be engaged with our ambitious students. This allows opportunity for graduate recruiters to access emerging talent, whilst jointly developing knowledge of how best to present and promote vacancies using, often free, university vacancy systems. We can support firms in screening candidates, help overcome any barriers or recruitment costs, as well as resolving issues with student exam and visa related timings that can affect starting dates. Partnerships between universities and graduate recruiters open up new ways to make the most of a range of options. University student internships, work experience schemes and student related projects provide valuable innovative options where recruiters can benefit from previously unconsidered student talent.
Storytelling Attracting the right graduate talent, particularly when they are considering relocating to a country they are not native to, requires the employer to have developed skills in interpreting achievements and development in
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32