There’s a new group of talent on the rise, and they’re markedly different from their predecessors.
Generation Z is entering the workforce – and employers are beginning to take notice.
Born from 1995 onwards, Gen Z brings a unique set of characteristics to the table. Although they share certain qualities with Gen Y (community-oriented, digital natives), their differences are game-changing for employers.
Interviews are already intimidating for many students and grads – add in a case study, and you’ve reached another level of job search anxiety.
Case interviews are a common component of entry/student level hiring processes. Case interviews showcase a candidate’s ability to employ logic under pressure, structure their analysis and communicate their thoughts and process – candidates are presented with hypothetical situations, and are asked to work through underlying issues in order develop and present recommendations at the end of the interview.
Preparing Gen Y candidates for a case interview can add strategic value to your recruitment efforts. We’ll explain why, and outline 5 simple steps you can take to ensure every candidate has a career-hatching case interview.
Rotational programs – as part of a formal internship, graduate or entry-level program – are cross-training and development initiatives that enable Gen Y talent to experience and learn about different divisions, departments and roles within a business.
The quality and calibre of the individuals who go through rotational programs can be fantastic resources to your organization. They are eager to learn, willing to take on challenges and are able to make positive contributions by sharing their knowledge and skills.
The benefits hosting a rotational program have on your recruitment program are twofold: not only do they help to ensure that the right candidates are placed in the right roles, they also help to demonstrate the full reach of your organization, and the professional growth opportunities held within it.
Recruiting talent for entry-level engineering roles?
Employers across different industries depend on engineers to drive progress and push their business forward, and they are looking for extraordinary young candidates to join their workforce.
Engineering students and grads are eager young professionals with ability, ambition and passion for their discipline. For campus recruiters scouting Gen Y engineers, this presents a unique challenge: how do you identify exceptional engineering candidates in a talent pool of highly-skilled, well-qualified prospects?
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