Developing People, Organisations and HR Strategy

Evaluating the changing recruitment market and identifying business needs

• How is the graduate recruitment market changing? Market analysis and current trends

• Why does your company need graduates?

• Deciding how your graduates will fit into existing organisational structures

• What opportunities can you offer prospective candidates?

Tools and techniques for reaching high calibre candidates through effective employer branding

• Understanding employer branding and its role in attracting top talent for competitive advantage

• Building a framework for your company’s brand and supporting HR and people strategies

• Effectively communicating your company values to attract suitable candidates and create brand recognition within the market

• Forming relationships with academic institutions to help widen the talent pool

Coffee break

Designing and implementing a successful recruitment strategy

• Identifying selection criteria and enhancing recruitment methods to maximise applicant diversity

• Designing application forms to critically assess key competencies

• Creating a rigorous screening process: Psychometric tests, assessment centres and interviews

• Choosing the assessors and achieving consistency and objectivity through training

• What happens after the recruitment process? Keeping in touch with successful applicants

Interactive session: Communicating with impact and key presentation skills

Learn how to portray an impressive company image and strategically answer core candidate questions

Lunch

Attracting and selecting top graduate talent at Enterprise Rent-A-Car

• Maintaining and developing links with universities and schools

• Creating and promoting a strong employer brand as a tool to attract new talent

• Determining selection criteria and designing graduate programmes in line with company objectives

• The application process: Candidate screening, interviewing techniques and assessment centres

• Building a ‘graduate friendly’ company culture and environment

Improving retention through structured graduate development programmes

• The induction process: Ensuring graduates understand their role within the organisation and building effective relationships within the first three months

• Evaluating the impact of leadership and management styles on retention rates

• Strategic development plans: Striking the balance between specialisation and diversification and tailoring programmes to help boost retention levels

• Building talent and career progression: Personal development plans, key performance indicators and key skills training

Coffee break

Developing global graduate talent at Merrill Lynch

• The journey from intern to graduate trainee and incorporating talent management into every stage of the recruitment process

• What happens inside the organisation? Mentoring and leadership, career progression and skills development

• The importance of leadership development even at graduate level as a means of preparing for future career moves

• Measuring progress, feedback and performance evaluation

Where to go from here?

• Action planning: Creating a graduate scheme which links in with your business needs

• Measuring HR impact and continuous analysis of the recruitment process

• Incorporating feedback into organisational development plans

End of seminar