Graduates, apprentices and interns are applying to more organizations than usual and yet may be chasing fewer opportunities. Furthermore, this is the first ‘digital-native’ generation of graduate jobseekers and candidates have high expectations from a digital selection process.
Employers are hiring those who will navigate the future – and whatever that may bring. Our research shows that nearly 90% of organizations that hire early careers talent are looking to measure each candidate’s growth mindset.
Candidates are keen to better understand an organization and its opportunities. Candidate engagement and connection is a bare minimum. Recruiters need to immerse candidates in the firm itself, showcasing roles and experiences. They need to share the organization’s values, strategy and purpose with candidates.
In the first of this two-part Early Careers Guide, we explored how organizations can secure the talent needed for the future workforce by considering five core components of an early careers program. We looked at: communicating the brand; increasing diversity; designing the candidate experience; retaining talent; and making sense of talent data and its meaning.
In this second part, we go further and look at how to build an immersive candidate experience that goes beyond engagement to also educate prospective employees.
Do you want to learn more about Early Career hiring? Read the first part of the brochure!
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