How Executive Search Firms In Canada Are Hiring Recent Graduates?

With the prevailing shallow rate of unemployment, hiring fresh graduates for building a standout team of members has become a necessity in Vancouver. However, the process of hiring the recent graduates has its own share of problems. This is because there are a number of issues such as lack of work experience and a longer period of time for attaining full productivity. Also, if we see the statistics, more than 70% of the fresh graduates are seen leaving their first job within a time span of less than two years.

Seeing the competition prevailing in the market for hiring the fresh graduates, it’s the time that the companies put their best foot forward in the form of hiring the top headhunting firms in Canada for the recruitment of the new hires. Mentioned below are some of the best practices which the executive search firms in Canada implement for hiring the fresh graduates in their first job:

Building Positive Candidate Experience

The headhunting firms believe in building positive candidate experience by targeting the fresh bunch of talent even before they complete their degree course. The companies which are AESC member in Vancouver are often seen arranging internship program with the purpose of motivating exchange of knowledge between the prospective candidates and the client organization. They have their regular presence at the job fairs and thus get valuable face time with the enthusiastic prospective crowd of workers. This way a recruitment pipeline is built without much of an effort.

Setting Clear Expectations For The Candidates

The new graduates do have certain expectations from the organization they intend to work with. And if such expectations are not satisfied in a timely manner it leads to great dissatisfaction for the candidates at the entry level itself. To avert such situations, the recruitment firms set clearer expectations for the graduates right from the job description to the paycheck. This is done in a careful manner to prevent underselling or overselling of the responsibilities. The expectations can also be clarified by giving the candidates a correct idea of what sort of growth and advancement is possible for the candidate in the concerned organization and what sort of trainings will be provided to reach the desired growth.

Specially Formulated Recruitment Messages

What may work as a job call for a 43 year old job seeker may not work for a 30 year old job seeker! Leaving their work experience aside, their priorities and values are totally different, thus assuming that they will respond to the same job description using the similar medium is nothing but living in a fool’s paradise. Creating a specifically formulated recruitment message is the need of the hour. The job recruitment message should carry the USPs of the job which are likely to impress the fresh graduates. Likewise, connect with them on the mediums that they use frequently.