Never mind the swag! Think employer brand, potential, career development and transparency when going after grads.
With 36% of the current workforce in the United States already made up of Millennials and that number expected to rise to 46% by 2022, talent acquisition professionals must fine tune their recruiting strategy to recruit the best and brightest from this generational pool -- especially in the face of fierce hiring competition.
Join us for "10 Secrets to Recruiting the Brightest Grads and Millennials," where we'll explore what it takes to attract, influence and hire young talent -- and tactics worth retiring.
Why "work ethic" and "potential" often trump simple job application requisites like "college major" or "GPA" when deciding whom to bring in for interviews
Why you should tap current employees as brand ambassadors to convince recent grads your organization is right for them
Why responding to every candidate who applies for work pays dividends whether you hire that person or not
If you had just 60 seconds to sell a job candidate on why your company is a great place to work, why your employees love their work and why your mission is making the world a better place, would you have the story nailed?
Most organizations treat employment branding as a component of a larger talent acquisition strategy. By contrast, the employment brand team at RBC works to attract key talent from around the world, and also foster internal employee engagement. ...