As employers recruiting on campus, you have a lot to work around: class schedules and part-time jobs, not to mention other employers competing for the same talent.
Even once you offer employment to a graduating student, there’s still salary expectations, retention, post-graduate education and even travel plans to contend with sometimes.
The customized employer profiles on TalentEgg.ca are Gen Y’s starting point for learning about career opportunities and how each employer is unique.
Each of the employer profiles on TalentEgg is as varied as the organizations behind them, which range in size from small businesses to multinational corporations, and include industries such as oil and gas, accounting and technology, just to name a few.
But whether an employer’s brand is a household name or not, the first step to recruiting and retaining top student and new graduate talent is the same: providing as much information about the organization and its career opportunities as possible.
There are many very important questions that need to be answered and it’s essential that employer profiles touch on them all so students don’t feel confused or frustrated when interacting with an employer brand. After all, an employer’s TalentEgg profile may be the first time a student learns about an organization and their career opportunities – if the information they need is not clear to them right off the bat, they might consider one of the other hundreds of employers to be found on TalentEgg.ca instead!
Did you miss our Gen Y Recruitment Insider event last week? Don’t worry. We’ve summarized the top tips from our first two Gen Y Recruitment Insider presentations.
Yesterday we published the main messages from Nancy Moulday’s presentation, and today we’re egg-cited to bring you the key points from Kobi Gulersen’s presentation on the innovative MasterCard Canada summer intern campaign.
Kobi Gulersen, Director of Digital Marketing, MasterCard Canada
For the first time, MasterCard Canada decided to hire summer interns. It made the job application process a contest, and the prize was employment. Students were required to use social media to submit a cover letter, résumé and the URL to an original online creative component (video, photo, website, etc.).
As a marketer, Kobi had a new take on the recruitment process. He approached the process like an ad campaign, selling the MasterCard brand to a social media savvy student audience.
Did you miss our Gen Y Recruitment Insider event last week? Don’t worry. We’ve summarized the top tips from our first two Gen Y Recruitment Insider presentations.
Nancy Moulday, Manager Recruitment, TD Business Banking
Check out the main messages from Nancy Moulday’s presentation, where she shared some of the most successful tried, tested and true recruitment strategies – as well as the emerging digital ones – that she employs at TD Business Banking.
With more than 20 years of experience in the recruitment industry, Nancy has seen the company transition from paper resumés and fax machines to using TalentEgg and social media.
TD Business Banking has hired 700 people in the last three years and about 60% were student or new grad hires. In order to hire such a large quantity of students and recent grads, Nancy focused on constantly keeping them engaged through on-campus and online activities.
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