Find out more about the latest in recruitment technology, review and optimise your talent attraction strategy, see what the industry is currently saying on the topic of early talent and more.
With 86% of businesses saying they will not be going back full-time, what does this mean for the hiring process and onboarding experience for early talent candidates?
Exploring neurodiversity and the process of attracting and engaging neurodiverse candidates into an organisation
Exploring the internal and external expectations placed on employing organisations to provide careers programmes for early talent
We dug into the data to build a picture of the current labour market, the opportunities that exist for young people, and the impacts of COVID-19.
Discussing the inspiration of the next generation of talent for the growth and development of future skills
Growing gender diversity in the IT sector by tapping into apprenticeships; for greater resilience, collaboration and performance.
Evolving candidate engagement took centre stage in this session as attendees discussed building relationships with talent for better pipelines
Exploring how GetMyFirstJob, our market leading candidate careers site, impacted the world of early talent recruitment in 2020
Explaining Direct Line Group’s success in supporting candidates of various social mobility groups through application and assessment.
The biggest roundtable yet broke down a number of challenges including continued virtual hiring, grade screening and the kickstart programme
Social mobility took the lead for roundtable 7, looking to define the current problem and identify some of the potential solutions
The first roundtable in the series, discussing the importance of branding to attract candidates and school leavers as the pandemic grows.
Discussion in the second roundtable covered candidate engagement and onboarding, plus planning for future candidate pipelines despite COVID
Candidate attraction and onboarding returned for the third roundtable, covering the fight for emerging talent in the new virtual landscape
The MAJIC model for recruitment led the fourth roundtable conversation, exploring the proven ways to create candidate pipelines
Breaking down the MAJIC model for recruitment, ‘candidate journeys’ led the conversation and how experience is everything for applications
Exploring the changing candidate preference towards one of the biggest sectors in early talent careers from 2019 to 2020
The interactive scorecard designed to identify the opportunities in your candidate attraction, engagement, and hiring strategy
Now in its 6th appearance, the roundtable discussed diversity and inclusion in this session, and how to reach the talent organisations need
The number one rated model for recruitment creates a systematic structure to achieving your chosen hiring objectives from start to finish
This is how Microsoft, using the MAJIC model for recruitment, hired quickly, efficiently and effectively despite the challenges of a pandemic
Our research looked into the correlation between candidate career preference and data on social mobility to measure career trends
Diversity returned in the 8th roundtable, to cover the hiring of all genders and how to beat the challenges currently facing organisations to do so
Smarter talent attraction
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