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Graduate recruitment during COVID-19 – what’s different?

BY Team PredictiveHire

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Recruitment is still fundamentally human activity

The job seeker is a human being who at some point in the process wants to talk to another human being.

B.C (before COVID-19), organisations would create those moments of connection with prospective hires through campus events, case study workshops, group assessment days and invitations to office events.

COVID-19 and forced incubation make some of this impossible and even illegal.

Organisations who have been forced to bench thousands of employees face the same challenge – staying connected to, caring for and protecting this ‘people asset’ they have built and invested so much in.

The only experience organisations have with protecting an asset on extended leave is when new parents take parental leave and for most organisations that comes down to letting them keep their computer equipment and inviting them to the Xmas party.

Countries in the southern hemisphere are smack-bang in the middle of graduate onboarding, and graduate recruitment and those in the northern hemisphere are about to kick off their programs.

Graduates are a critical part of your talent pipeline. 

They bring new ideas and new skills, and above all, ambition to make a difference. They are also often the most cost-effective cohort as far as output vs salary and related costs.

Some questions to consider right now

  1. If you are mid-way through your graduate recruitment campaign, how do you complete the process remotely, and still maintain a high integrity and fair process for the applicants?
  2. If you haven’t yet started, what has to change as a result of COVID-19?
  3. If your latest graduate intake just started, how do you efficiently steer them through this and stay close to those who need more support?

If you have been following the HR practices of tech companies over the last decade, you will notice that expectations of employees and candidates have shifted big time. The Netflix culture deck personifies much of it with concepts such as ‘Trust people, not policy’ or ‘Trust + transparency = accountability’.

Trust at work means your team will work all night to meet a deadline, they will be generous sponsors and ambassadors for your organisation and your products, they will refer their friends to work with you, they will accept change in your business more readily, they will admit and bounce back from mistakes and failures more readily, and overall their discretionary (read unpaid) effort will be substantial.

Trust in the workplace is a massive accelerator, and most organisations are trying to find ways to accelerate – to build product faster, ship faster, change business models faster.

Woebegone companies that believe they can keep attracting talent especially young talent with a purpose of ‘improving Shareholder returns’.   Today, we look for aspirational purposes that connect us to something bigger and with which we want to identify. Check out the motto mission statements of the tech giants here and to be the 11th million (or thereabouts)  person to download the Netflix deck click here!


Click here to get 5 Tips To Maximise Trust In Grad Recruiting During COVID-19

 

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