Student expectations versus current practices • Case study from the federal public service of Canada • College recruitment program top 10 list
With a significant portion of the workforce soon to retire, now’s a good time to polish the recruiting strategy geared to that next generation of workers. The competition is fierce, and in many cases the candidate is interviewing the employer as much as it is the other way around. So how does an employer appeal to the talented, young college graduate? What elements need to be in place for a campus recruitment campaign to see results? These websites offer suggestions and insights.
Student expectations versus current practices
www.naceweb.org/committee/whitepapers/electronic_recruiting.htm
This intriguing report looks at the relationship between student expectations and current campus recruitment practices. It’s important for employers to consider these expectations because, as the author states, “students’ opinions of employers are greatly shaped by the treatment they receive during the application and hiring processes. These college students want personal attention that is not currently met by job search boards or through online applications. Because of this, growing numbers of college students purposely avoid certain employers due to their negative opinions of recruitment techniques.” The paper looks at current employer practices, based on a web survey of college recruiters. It also looks at the specific expectations and concerns that students have of the recruitment experience, and shares insights from a student focus group. Although the paper is based on U.S. research, Canadian employers and recruiters can still take away valuable insight on how to appeal to the new generation of workers through their recruitment programs.
Case study from the federal public service of Canada
www.oag-bvg.gc.ca/domino/reports.nsf/html/0021ce.html
This lengthy document is a report on the Canadian Federal Public Service post-secondary recruitment program. Among the findings reported, the review states that, while they are recruiting qualified candidates, “there are too few of them given the significant number of public service executives, professionals and managers who will be eligible to retire in the near future.” It provides an interesting snapshot of current practices, their merits and shortfalls, and provides background information, observations and recommendations for improvement. Despite the document’s length, the hyperlinked table of contents makes it easy to navigate, and the information provided is valuable as a case study for employers in all sectors.
College recruitment program top 10 list
www.wetfeet.com/employer/articles/article.asp?aid=549&atype=source
This article offers a top 10 list for creating an effective college and MBA recruitment program in the wake of recent upheavals such as 9/11, global economic uncertainty and a rash of corporate scandals, among other things, which have taken their toll on recruitment as well. However, the author is optimistic: “What we’ve currently got is a window of opportunity to start up or re-energize our college and MBA recruiting, all the while enjoying an abundance of talented candidates and the luxury of time to refine our efforts and build a program from good to great.” The elements in the list are explained in detail and offer do’s and don’ts, and in some cases, outline best practices and worst mistakes. Definitely worth the read.
Shannon Simson is Canadian HR Reporter’s resource editor. Her Web Sight column appears regularly in the CloseUp section.
Student expectations versus current practices
www.naceweb.org/committee/whitepapers/electronic_recruiting.htm
This intriguing report looks at the relationship between student expectations and current campus recruitment practices. It’s important for employers to consider these expectations because, as the author states, “students’ opinions of employers are greatly shaped by the treatment they receive during the application and hiring processes. These college students want personal attention that is not currently met by job search boards or through online applications. Because of this, growing numbers of college students purposely avoid certain employers due to their negative opinions of recruitment techniques.” The paper looks at current employer practices, based on a web survey of college recruiters. It also looks at the specific expectations and concerns that students have of the recruitment experience, and shares insights from a student focus group. Although the paper is based on U.S. research, Canadian employers and recruiters can still take away valuable insight on how to appeal to the new generation of workers through their recruitment programs.
Case study from the federal public service of Canada
www.oag-bvg.gc.ca/domino/reports.nsf/html/0021ce.html
This lengthy document is a report on the Canadian Federal Public Service post-secondary recruitment program. Among the findings reported, the review states that, while they are recruiting qualified candidates, “there are too few of them given the significant number of public service executives, professionals and managers who will be eligible to retire in the near future.” It provides an interesting snapshot of current practices, their merits and shortfalls, and provides background information, observations and recommendations for improvement. Despite the document’s length, the hyperlinked table of contents makes it easy to navigate, and the information provided is valuable as a case study for employers in all sectors.
College recruitment program top 10 list
www.wetfeet.com/employer/articles/article.asp?aid=549&atype=source
This article offers a top 10 list for creating an effective college and MBA recruitment program in the wake of recent upheavals such as 9/11, global economic uncertainty and a rash of corporate scandals, among other things, which have taken their toll on recruitment as well. However, the author is optimistic: “What we’ve currently got is a window of opportunity to start up or re-energize our college and MBA recruiting, all the while enjoying an abundance of talented candidates and the luxury of time to refine our efforts and build a program from good to great.” The elements in the list are explained in detail and offer do’s and don’ts, and in some cases, outline best practices and worst mistakes. Definitely worth the read.
Shannon Simson is Canadian HR Reporter’s resource editor. Her Web Sight column appears regularly in the CloseUp section.
