As the world changed over the past three years, college and university students had their lives transformed by the pandemic and recovery. Those experiences have changed both their expectations and behaviour when it comes to the recruitment process.
So, as an employer, how can you respond to find, engage and hire the best graduate candidates?
In this episode of Talking Talent, Kate Buchanan, PeopleScout graduate program manager in our Sydney headquarters, joins to share strategies for early careers hiring in 2023.
In 2020, university students saw their entire lives move online. From college classes to job interviews, the path to their future was virtual. Now, the world has shifted again, but some changes became permanent. Technology still remains central to the process; however, the process cannot remain fully digital.
In recent years, many employers experienced increased ghosting and saw more candidates dropping out of the graduate recruitment process. While a fully virtual hiring process moves candidates quickly from application through assessments to offer, it lacks a personal touch. When the process happens completely online, graduates don’t have the opportunity to build relationships, making it easier to ghost employers.
So, how can you respond and ensure those strong candidates stay engaged through their first day on the job? The key is building a process that combines technology and the human touch—with both the speed and ease provided by technology and the relationship building that happens when recruiters work directly with top candidates.
In this interview, Kate shares best practices from recruitment marketing through onboarding that help talents leaders build connections, decrease candidate fall out and minimise ghosting. She explains how the right technology at the right points can improve the candidate experience and make graduates feel like they are already part of the team before they even start.