Early Talent recruitment cancelled?
At the time of writing, we are completing week 7 of lockdown, due to the Covid-19 outbreak. There is no doubt that this crisis presents a challenge for recruiters and candidates alike, particularly Early Talent engagement during Covid19.
The Early Talent recruitment market has stalled; in some cases internships and summer placements have been delayed or cancelled, some Graduate job offers withdrawn altogether and there is much uncertainty in the apprenticeship world. Organisations are looking at whether they are able to run their 2020 programmes at all, and where they can, how best to ensure they add value to the business whilst the experience is impacted as little as possible for the new starters.
Most university students are back at home with their parents and wondering what to do next – should they give up hope of securing a Graduate role this year and stay on to do a Masters? Should school leavers continue along the traditional route of academic learning, rather than attempt to join an apprenticeship scheme?
Early Talent Recruiters
With many recruitment teams themselves currently furloughed, where does this leave your candidate experience? At Cohesion we have always, and continue to be, strong advocates of the candidate experience. This first interaction with your organisation tells someone a lot about how they can expect to be treated when they are an employee of yours.
Perhaps you have already offered your Early Talent candidates for Autumn starts, but are you keeping them updated throughout this uncertain pre-boarding stage? Many young people are understandably worried about the impact this crisis will have on their long term careers, and need more transparency than ever right now.
We recommend that your candidate communications remain consistent and regular throughout this period of uncertainty, both on your website / social media channels and via personal contact with your candidates.
So for those going through your recruitment journey – be open about how Covid-19 is impacting your process and what you are doing to ensure it goes as smoothly as possible. For example, let them know how the interview process has adapted during this time. For those starting with you later in the year, be honest – how do you see their induction and new starter journey changing from what you had originally planned? Are there likely to be changes in how their programme is run? Keep them in the loop with your plans, and more importantly, don’t lose the personal touch – a bespoke email, text message or phone call goes a long way.
On behalf of our clients, Cohesion build and implement bespoke programmes of communication and engagement, delivered through multiple channels and formats. To learn more about this offering or other early talent solutions, please contact Sales Director – James Austen email@example.com / 07584 614139