Gone are the days when a potential employee is concerned only about the money on offer. Candidates now tend to lookout things like Career progression, work environment, or simply the kind of technology or things that you will be working with. Becoming a brand that candidates would love to be a part of is imperative to efficient recruiting. This is especially true for tech candidates since they would like to get an understanding about the technologies you would be working with as well as the real-world problems that they will be solving at a company. This is a sure-shot way to ensure that the best talent will have you at the top of their minds while they are considering a new job.
Q1: What is gen Z looking for at Campus Hiring stage?
Q2: Why can companies just change their value proposition to adapt to those needs? What are the roadblocks?
Q3: What are the steps that organisations should take to re-engineering their Campus Hiring strategies?
Q4: What are the most effective ways to engage with Tech Talent on Campus?
Q5: What is your advice to maximise offer to joining ratio in campus hiring for Tech?
To be a part of this Tweetchat please use the hashtag #TECHHIRING and tweet your answers to respective question number (e.g. Q1/A1)
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