Consistency is one of those words that gets used in so many areas of life. We’re often told that without it, we won’t achieve our goals, but if we master it – wow! – the world will be our oyster. It’s hard to argue against this logic; whether you’re talking about training to run a marathon, learning to play an instrument, or studying a new language, practice makes perfect, but consistent practice makes winners.
It’s with this in mind that we’ve been talking to our clients about how, as they create hybrid graduate attraction strategies, they can ensure consistency of experience for all candidates, whilst reaping all the other wonderful benefits consistent engagement brings.
According to Cibyl, a staggering 84% of students and graduates who are concerned about money (and 72% of those without money concerns) are stating that they feel anxious about securing work. In a climate where uncertainty is high, and the effects of the ongoing cost of living crisis is of course hitting those from already disadvantaged backgrounds hardest, it is imperative that candidates who do not have the time, means, or ability to travel for events, still feel valued and supported. Likewise, those who you do meet in person shouldn’t be left feeling like they don’t qualify for more in-depth engagement or support, just because they had the good fortune to be able to meet you face-to-face. So how do you bridge the gap?
Luckily for you, we always have one eye on issues such as these and already have a solution; meet Campus Engager.
A simple idea: provide a consistent engagement experience, regardless of introduction method
Simply put, Campus Engager utilises our nurture platform to provide employers with a solution which can be used for candidates both met in person, and virtually. With a quick scan of a QR code or click of a link, prospective candidates can provide a few simple details and then have access to a pre-programmed flow of engagement content. If meeting in person, you could include an on-campus competition with results being posted later in the day to encourage people back into the platform. After a virtual event, you could provide additional follow-up answers to the questions asked, or the results of a poll run during the event.
The idea is simple – provide a consistent engagement experience, regardless of introduction method – but the benefits are numerous. From an improved ability to engage meaningfully with a wider range of candidates to improving your brand recognition, nurturing talent post initial engagement provides candidates with an opportunity to explore your proposition in more depth, in their own time.
With any form of ongoing engagement prior to application, the key is to hit the sweet spot of reciprocity. Candidates give you their attention (and if you’re lucky, some meaningful feedback), and you give them something in return. We know from the abundance of research carried out by the likes of Bright Network, the ISE and Cibyl that:
- 40% of graduates are significantly concerned by the uncertain climate
- Lack of network is considered the biggest barrier to securing a graduate role
- 95% want to be upskilled by employers
- 59% want online skills training workshops
- 70% want mentoring opportunities
- 54% want coaching during the hiring journey
It would be impossible to cover all the above in one pre-application nurture journey, but it is the place to start discussing how you support candidates through your process, what the long-term development opportunities are, and why you’re a great place to work. And why not throw in invites to some live virtual events to help with the networking piece, too. The idea is to surface bite-sized information via a social-style platform, using mediums people like to engage with e.g., videos and visual wall posts, to showcase your brand and opportunities. Ultimately you will be encouraging candidates to find out more, and hopefully, apply.
Our expert team will help guide you through what content you can use to meet your exact needs, but as a summary, Campus Engager will help if you’re looking to:
- Create a consistent, equitable experience for those who meet you in person, and those who meet you virtually
- Maintain engagement with all candidates after initial meeting
- Collect candidate details in an easy way whilst on-campus/at face-to-face events
- Democratise access to information and support
- Automate post-meeting engagement to reduce admin burden on your team
- Demystify your business, roles, and culture
- Build brand awareness and reputation
- Widen reach and improve DEI outcomes
If you’d like to discuss Campus Engager in more depth – or any aspect of your candidate/employee engagement strategy – please get in touch via firstname.lastname@example.org