Talent Management 2017+
Trust 1
Promoting your Graduate Vacancies Regardless of the size of your organisation, businesses are all engaged in the same fever pitched battle to find talented individuals. Getting your name in front of the right people, those with both the skills and the motivation to be an asset, is key to making each recruitment count. Alexander Partners has invested in developing an audience through the direct contact via our email list. Our recipients are both qualified and engaged young people who are focused on building a career they can be proud of. We at Alexander Partners, believe that there is no shortcut to success, and have worked on cultivating an email list that performs rather than focusing on the numbers. Instead of explosive growth in raw numbers we have pursued and attained a profound level of engagement, with our list boasting an average open rate of 40%, more than double the industry average.
Email List Performance Report (12 months to November 2016)
The thousands of potential employees that get weekly advice from our Career Capital experts via our emails and one-to-one sessions are not just passive consumers. Their engagement, in the form of clicked links and filled forms, is also at a rate nearly double the industry average. Rather than focusing on list segmentation, we focus on content and engagement. Our list growth begins with personal, one to one engagement and small group Master Classes. These are people who have met our mentors, asked our advice, and shown a keen interest in improving the soft skills that ultimately make them more employable. The result? Trust.
1
Trust Alexander Partners has become a trusted content provider via our emails, regular columns in several print and online publications, and focused literature. By partnering with Alexander Partners, you not only get access to the final year students and recent grads who comprise the Alexander Partners Family, but you also get access to a trusted name in career coaching, mentoring, and instruction. How can we help you win the talent recruitment war?
2
Graduate Voice Ruairi Durham University Motor Vehicle Industry Weekly mentor support throughout my first year on my graduate programme made me stand out from the other graduates. Simple things such as understanding the politics within the different functions across the company, and the importance of always trying to understand how the many operational activities knit together helped me develop my brand within the company.
Oscar Loughborough University Health Care (Accounts Management) I really enjoyed being mentored maybe my sporting background helped – I was receptive and responsive and the more I gave the more I was supported. Continuing my mentoring during my first year working was an easy decision. “The combination of formal and informal sessions gave me safe space to discuss my concerns and how I felt I was performing.” My ability to assess situations at work improved quickly. I was better able to identify potential conflicts and so defuse them before they became a problem. As I progressed through my graduate programme I was prepared prior to starting each new placement. This was invaluable because when combined with the training provided by my employer, my understanding and appreciation of my various tasks increased.
Martin Birmingham University & UCL Management Consultant Supported by Alexander Partners, my applications for graduate programmes were totally different from what they would have been. “They were stronger, far more focussed and quite honestly simply better.” When I started my first graduate job the penny dropped that the mentoring and coaching I had been receiving is normally provided to senior managers and elite sports men and women. I already knew this but as I said, the penny dropped.
3
Target Graduate Talent Profile
Applicants’ Talent Profile
Talent Profile Target Zone
Target Graduate Talent Profile (TGTP) represent how employers rate the relative importance and proficiency (strength) of the desired characteristics. Applicants sit through a battery of assessments that explore their personal traits, Competencies, Strengths and Motivations. The collected findings from these assessments are then mapped against ten key characteristics that employers rate. The result of doing this is displayed in the sample graph.
4
Campaigns at a Glance
Alexander Partners offers four distinctive packages for employers aiming to recruit graduates. Bronze: For this package employers promote their graduate schemes on the Alexander Partners website. Interested graduates are directed to the employers’ website. Silver: There are four elements to this package. The employer sets the minimum requirements such as UCAS points, degree classification, subjects, etc. Applicants are invited to upload their CV to the Alexander Partners site. Alexander Partners filters out those applicants that do not meet the minimum requirements. The CV of successful applicants are passed onto the employer. Gold: Our Silver package involves using our generic Target Graduate Talent Profile (TGTP) to define the selection target zone for the ten key characteristics that employers prefer. After initial screening using the pre-defined minimum requirements, applicants are appraised using our Talent Graduate Profile assessment to identify whether their profile sits in the selection target zone. The CVs of successful applicants are passed onto the employer. Platinum: For this package, the Target Graduate Talent Profile (TGTP) is defined by putting recent graduate employees through our Talent Graduate Profile assessment. This process defines the selection target zone unique to the employer. After initial screening using the pre-defined minimum requirements, applicants are appraised using our Talent Graduate Profile assessment. The CVs of successful applicants are passed onto the employer.
5
How the Employer Benefits Recruiting is expensive, time consuming and inherently uncertain because the recruiter does not know which applicants are the right fit, and the applicant does not know which employers are the right fit. Our approach:
Reduces the expense Reduces the time Decreases the overall uncertainty Increase quality of applicants Increases employee retention
Rather than simply relying on the most regularly used pieces of information, Alexander Partners identify the metrics that better predict employee success. The difference in the impact of these two approaches is clear. Recruitment should not focus on just recruiting smarter employers, rather smarter employers who fit.
6
7th Floor Westgate House, Westgate Road, London W5 1YY +44(0) 203 755 3712 info@alexanderpartners.org.uk @coached2success Alexander Partners www.alexanderpartners.org.uk
1