Imagine you get in an elevator with the manager of the company you want to work for. It should be possible to introduce yourself in a way that creates a powerful first impression in the time span of an elevator ride from top to bottom – no more than 60 seconds.
Although it’s impossible to quantify how many of the estimated 50-80% unadvertised jobs are at ‘graduate level’ there is no doubt that you should tap into this market if you want to increase your chance of job search success.
We all seem to have a pretty good handle on what makes an employable graduate: work experience, a broad skill set, a good degree all brought together in a compelling narrative. It’s certainly a powerful formula, but it’s not the whole story.
As an HR graduate, you’ll see first-hand the impact you have on the wider business. From business partnership, talent management, to reward and payroll, you can develop in many new directions. You’ll need to be able to balance commercial thinking with a real customer focus. It can be an immensely satisfying career path, enabling you …
Strengths-based approaches to recruitment and selection continue to grow and develop. We’ve talked about strengths in previous posts and see no sign of this interest waning for readers or recruiters. A recent Guardian article assessed employers’ motivations for using strengths-based questions in order to elicit authentic responses from candidates at interview.