WCN partnered with employer branding thought leader, Universum, to explore how current recruiting insights can be improved. With these insights, organizations can devote more time to focused value-add activities and improve their engagement and influence with the best hires before their competitors. As top recruiters continue to receive huge numbers of applications but only have limited amounts of roles that can be filled by student talent – WCN analysis points to approximately 2% of the total number of applications submitted, the pressure to win top talent into a business has never been so intense.
Students are more empowered than ever before to choose where they start their professional careers. Recruiters in turn are aware of mounting competition, which is ramping up business pressures to recruit faster and be more agile. Having more year round campus presence and accelerated processes is becoming the norm for time-stretched and business savvy talent acquisition teams.
To compile this research study, Oleeo reviewed anonymous application data captured in its applicant tracking system (ATS). The analysis covered almost 990,000 candidates based in over 200 different countries and focused on roles based in the UK, US and across the APAC region. Trends are based on the 2016 and 2017 recruiting cycles and span nance, retail and public sector organizations.
Universum provided Oleeo with access to data extracts from its 2017 Talent Insight reports series, focused on four key markets – Hong Kong, Singapore, UK and the US. For the purposes of this report, we concentrated on responses from almost 40,000 business students across the four regions.
In order to understand what factors shift student expectations, our first point of inspiration was to look at why students felt an employer would not be ideal for them. Figure 1 shows reasons why students in the US told Universum an employer would not be an ideal target for them to apply to.
Similar trends can also be seen in what UK students say are the drivers that inspire their choices of graduate or rotation programs.
Understanding what students said deterred interest, we then sought to analyze a large sample of applications to employers who have an established brand identity either internationally or in their native country. We followed the lead on the results in Figure 1 to review several factors including school spread, withdrawal rates, level of competition, gender mix, ethnic diversity mix, reneging or decline rates and willingness to hire internationally.
Based on the analysis conducted by Oleeo, the following global conclusions can be reached:
Full regional breakdowns of how graduate recruiting is performing based on office locations can be found in the sections that follow.
Oleeo then compared these to the engagement research conducted by Universum to identify how recruiters can deliver more year round campus presence and accelerated processes in order to improve upon success of cutting withdrawals, declines and reneging in the long term. The illustration below shows Universum’s four pillars for recruiters to consider in branding efforts
Universum’s Data Reveals Stark Insights Into What Students Expect To Choose An Employer As Ideal For Them Including:
Sample quotes from US students to Universum illustrated here show just why engagement is so powerful to their career selections:
Oleeo then coupled this with its own research amongst a network of over 200 emerging talent recruiters to identify their pain points across UK, US and APAC. The results are shown in the infographic.
Stretched staff resourcing and low brand awareness are the primary challenges for student recruiters with poor business engagement and regulatory changes also causing concern. Technology also appears to be slightly immature in the US in the eyes of recruiters.
Events are a big driver for engaging with future leaders complemented by support from brand ambassadors on campus. Communication is also important both digitally via social media, forums, dedicated careers pages and newsletters as well as growing use of video interviewing to test personalities more in-depth.
Positive impressions from internships and co-op placements are a valuable source of finding emerging talent; on a wider basis student referrals and mentoring programs seem to be successful. Many recruiters also pointed out that investing in their EVP is helping to preserve advocacy.
Each Chapter Includes Case Studies of Successful Student Recruitment Changes and Universum’s Research Snippets Covering The Following:
Section 6 highlights the key talking points that can be extracted from this study and points to significant new academic-backed research to consider in your future blind screening endeavors.
Download The Must-Know Student Recruiting Trends for 2018 report and investigate this trend further to see how current recruiting insights can be improved upon by looking to engage and influence the best hires before competitors by devoting more time on focused value add activities.