Early careers recruitment
In today’s Early Career’s recruitment market, companies need to be able to adapt to a variety of changing factors.
From increasing numbers of applications to innovative new techniques for engaging and attracting the best candidates, companies need to react quickly to ensure their teams are ready and able to maximise opportunities.
To meet this demand and the myriad of recruitment challenges faced by businesses recruiting Early Careers Talent today, Resource Solutions supports clients by providing expert outsourced recruitment services.
Our extensive offering includes a range of modular solutions, from supporting in-house teams with application screening, to delivering end-to-end programmes for attraction, screening, assessment and onboarding hiring across a variety of Early Careers profiles including:
- Vacation schemes
- School leavers
In the same way that we create bespoke strategies for lateral recruitment initiatives, the same must be done at the Early Careers level.
In our eBook, Next Generation Talent: Early Careers Recruitment, we explore the opportunities emerging in the Early Careers space and highlight innovative products and technologies, leveraging learnings from pioneering case studies.
Engage the next generation of talent
As Generation Z (those born after 1995) enters the job market, recruiters must adapt their recruitment tactics so that their approach resonates with this demographic, as well as other generations.
Engaging talent based on a demographic profile is a complex procedure. Emerging research highlights patterns in Generation Z traits. They are considered entrepreneurial and resourceful -- courtesy of growing up during a recession. As such, organisations are amending their Early Careers attraction strategy to reflect the changing needs of their target audience.
This focus on Early Careers recruitment requires organisations to develop and implement a clearly defined strategy.
The talent war wages on: corporates vs. start-ups
Corporate organisations (such as professional services and banks) have traditionally been the preferred choice for graduates, but the lure of the entrepreneurial start-up is changing this dynamic. Starting salaries may be higher in corporate firms, but the recession has shifted the attitudes of Millennials and Generation Z to corporate life. Big corporate brands still attract talent but they are no longer the sole option for innovative, eager graduates.
This focus on Early Careers recruitment requires organisations to develop and implement a clearly defined strategy. With organisations nurturing emerging talent by providing them with the required tools and skillsets, and a renewed investment in apprenticeship schemes, we’re seeing a new trend develop.
To find out more about how we can help your organisation shape your Early Careers recruitment strategy contact:
Debs Keogh, Associate Director - Strategic Client Development