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Tag: entry-level recruiting (page 7 of 9)

Conference recap: Getting internal buy-in for Gen Y-focused recruiting at Freedom 55 Financial

July 5, 2013 / / 0 Comments

When Freedom 55 Financial noticed that only 1% of their new recruits were from Gen Y, they realized that something had to change.

Chris Baker, now Director of Business Development at Freedom 55 Financial, admitted in the opening to his presentation at the 2013 TalentEgg National Campus Recruitment Excellence Awards and Conference that there was a prevailing feeling that younger people didn’t bring anything to the hiring table simply because they didn’t have as much life experience. Continue reading

TalentEgg’s 2013 On-Campus Recruiting Report

June 3, 2013 / / 0 Comments

Planning your on-campus recruiting initiatives for the fall?

TalentEgg’s new On-Campus Recruiting Report features survey results from top Canadian post-secondary students and recent graduates about their on-campus recruitment habits and preferences that will help you make the most of the increasingly limited time and resources at your disposal. Continue reading

Conference preview: How Bayer CropScience created an internship program with a 99% satisfaction rate

May 7, 2013 / / 0 Comments

For many organizations, internships and co-op work terms are important not only for getting day-to-day work done but also for evaluating and preparing students for entry level roles, as well as building a strong employer brand on-campus.

The key to achieving those goals is, of course, to provide a great experience, but it can be difficult to adjust your program unless you know exactly what’s working and what’s not. Collecting feedback from students about their internship or co-op experience with your company, therefore allows you to identify successes and failures each year.

This information is vital to any company as “satisfied workers are engaged workers” says Tara Fowlie, HR Business Partner at Bayer CropScience.

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The relationship between recruitment and retention at TD Business Banking

April 1, 2013 / / 5 Comments

Throughout the recruiting, hiring and onboarding process, there’s a lot that can go wrong – especially with campus candidates, whose attention is divided between school, extra-curricular activities, part-time jobs, friends and, of course, the Internet.

According to Nancy Moulday, Manager Recruitment at TD Business Banking, it takes a well-planned, integrated strategy with constant touch points every step of the way, executed by a number of internal and external partners, to successfully retain new entry-level employees.

And she would know. Over the last four years, Nancy has recruited, hired and onboarded 600 new TD Business Banking associates, and boasts a retention rate that would make any campus recruiter green with envy: 98.6%

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