TalentEgg Trends

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Tag: communication

How to Support International Students To Get The Soft Skills They Need For Work

One of the top struggles career educators tell us is international students need enhanced support to enter the Canadian workforce successfully. The issue is exacerbated by two other issues we hear from career educators; although students need soft skills training, there isn’t enough time to fit it into the curriculum and it’s critical for your educational organization to produce successful graduates. So how can we take that added factor of international students needing enhanced support and turn it into a success story for you and them? 

Enter our e-Learning Soft Skills Training courses! We’re working with certified adult educators, clinical psychologists and other subject matter experts to tailor our lessons to help fill that soft skills gap through specialized programs for students and recent grads.

As the world becomes more interconnected and globalized, more and more students are choosing to study abroad. International students bring a wealth of knowledge and experience to their studies, but they may also face challenges in developing the soft skills they need for the workforce. Here are a few ways that educators and schools can support international students through our backpack-to-briefcase course:

Relationships At The Core

  • Provide opportunities for workplace relationship success. One of the key benefits of studying abroad is the opportunity to learn from and interact with people from different cultures. Schools and educators can support international students by providing opportunities for future workplace relationship success. Relationships are a key driver of workplace success. It is pivotal that students build and nurture effective relationships with their colleagues, managers, customers, leaders, and stakeholders throughout their careers. 

Verbal & Nonverbal Communication

  • Help students develop their English language skills. For many international students, speaking, reading, and writing in English is essential for success in their studies and future careers. But learning other valuable communication techniques, such as the importance of body language, ways to structure your conversations at work so that they are meaningful, impactful and just as valuable.

Inclusive Outlook

  • Guide your students on the understanding of unconscious bias and that it is often rooted in or created by specific cultural, gender, or socioeconomic stereotypes that they may or may not be aware of. Through our course, we’ll help your students to develop their self-awareness of what may be their unconscious biases and learn inclusive communication techniques to broaden their communication horizons and help them make decisions through a wider spectrum of decision-making. 

We’ve built our custom eLearning programs to support the school-to-work transition and early career development of Canada’s top young talent. TalentEgg’s virtual courses are designed to help all of your students, international and locally to close the gap between soft skills and the Future of Work by offering virtual e-Learning Soft Skills Training courses and certificates. Career Educators can take the first step in preparing students for their future careers by tackling the need for soft skill development by contacting TalentEgg at elearning@talentegg.ca.


5 Continuing Education Courses To Take Your Campus Recruitment To The Next Level

It’s a well-known fact: if you want to be successful, you must always be open to expanding your skill-set.

With Gen-Z starting their first internships and placements, it is even more critical for campus recruiters to be on top of the latest industry trends and tactics in order to stay relevant to students and new grads.

Fortunately, there are plenty of continuing education opportunities available for recruitment professionals. You don’t even have to go very far to find them – all of these courses can be found in the Training section on TalentEgg.

Here are our top picks for campus recruiters!

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The 3 Quickest Ways To Lose A Star Candidate

It’s a rare moment when everything comes together perfectly in the hiring process. You meet a new grad that exudes confidence, and they fit the job description to a tee – and then some! But that surreal moment also comes with the realization that if this candidate is at the top of your hire list, they’re likely at the top of another recruiter’s as well.

The truth of the matter is, in an interview, the recruiter is being evaluated just as much as the candidate is. New grads with impressive resumes can afford to be picky, so make sure you’re not committing any of these hiring faux-pas.

Leaving emails unanswered

In most cases, a recruiter is the one and only connection between a candidate and the company. For many students and grads, they’re seen as the only acceptable means of communication with the company. So when these lines of communication become unreachable, or unreasonably slow, it can send a message to the candidate that they are not a priority – or worse, that the company has weak communication.

Make an effort to answer each email within 24-48 hours, and make sure your candidates know that you’re open to answering questions. Students and grads will feel more at ease when they realize the company they are interviewing for is not only transparent, but willing to support them during the hiring process.

Taking the “superior” persona

One of the biggest turn-offs for millennial candidates are employers who talk down to them. Students and grads are highly aware that they lack extensive experience, and that they’re applying for an entry level job. However, they are looking to be treated like the competent professionals they are.

Treat your candidates like you would treat a company client, no matter their age or experience. Tell them about the job, but don’t present it to them as a basic entry-level job for new grads with limited experience. Show them the potential of the position, and offer them the opportunity to take on responsibilities in their role and extend their experiences. Chances are, your star candidate will be excited for the challenge.

Sharing incorrect/inconsistent information

Candidates expect you to be their primary source for information. But as we all know, recruiters are human – and often, you’ll find yourself stumped without a proper answer. The worst thing you can do is make something up, or give inaccurate information. Even if it was given with good intentions, this info could potentially trip up your candidate down the road, and come back on you. Plus, it may give off the impression that your company has poor communication.

If you truly don’t know the answer to one of their questions, approach it head on. Let them know that you’re not sure about the answer, and that you’ll find out the answer for them. This will give you some time to ask a colleague and find out the appropriate answer – plus, it never hurts to show your candidate that you’re human, and not just an interviewing machine. Take this opportunity to build rapport with your star candidate… but don’t forget to follow up with them!

Discussion: What is your go-to strategy to appeal to outstanding new grads?