Kirklees College’s Post

## Fortune 500 Strategies at GradConnection Fortune 500 companies employ a variety of strategies when participating in university recruitment fairs like GradConnection to maximize their impact. **Booth Design and Staffing:** A visually appealing and engaging booth is essential. Companies often use interactive elements, digital displays, and company merchandise to attract attention. Staffing the booth with friendly and knowledgeable representatives, including current employees, can create a positive impression. **Employer Branding:** Consistent messaging and branding are crucial. Companies highlight their company culture, values, and employee experiences to resonate with potential candidates. This includes showcasing diversity and inclusion initiatives, social responsibility efforts, and employee testimonials. **Targeted Recruitment:** Identifying target majors and skills is key. Companies focus on recruiting students with specific qualifications for their open positions. This involves researching the university's programs and tailoring recruitment efforts accordingly. **Candidate Engagement:** Building rapport with students is essential. Companies use interactive activities, such as case studies or group exercises, to assess candidates' problem-solving skills and teamwork abilities. Engaging in open and honest conversations about career opportunities and company culture helps build trust. **Follow-up:** Collecting candidate information is crucial. Companies often use online platforms or physical forms to gather resumes, contact details, and interview preferences. Effective follow-up, such as sending personalized emails or invitations to company events, increases the chances of converting potential candidates into hires. **Data Analysis:** Tracking recruitment metrics is essential. Companies analyze data on booth traffic, candidate quality, and offer acceptance rates to evaluate the effectiveness of their recruitment efforts. This information helps refine strategies for future events. By implementing these strategies, Fortune 500 companies can optimize their participation in university recruitment fairs and increase their chances of attracting top talent.

Calling all Baylor Bears!! 🐻 Need help enhancing your resume to prepare for upcoming career fairs and future opportunities? Phillip Hernandez and Andrew Hall will be on campus tomorrow at the Resume Workshop to kick off the Baylor University - Hankamer School of Business recruiting season! Calvetti Ferguson looks forward to meeting you all!! #ResumeWorkshop #BaylorUniversity #CareerFairPrep #ProfessionalDevelopment #ResumeTips #CareerReady

Great to see!!! More prep classes for ALL military are hopefully being developed too! Hiring (off-base) is much different than most service members realize, and you don’t have as big of a network anymore either. PSA: Please have your resume when attending ANY hiring event..do not show up in a hoodie and sweatpants (your uniform isn’t even a problem..you’re at work..we know that!)…come with some type of “elevator pitch” to let me know who you are and what your looking for..and finally have confidence in what you bring to the table (pun intended haha!). Reach out to a fellow Veteran (who’s been through one/two) for advice. Your military career took mentoring and so will your civilian one! #veteran #prepclass #veteranhiring

Preparing FSU Career Center students for the next steps after you engage with a recruiter, is just one of our specialties! Don’t take our word for it! Join us from the convenience of anywhere to gain the follow-up pro tips that will give you a competitive edge!

ATTENTION SOUTHWEST CT MANUFACTURERS! If you haven’t already please make sure to register to exhibit at this year’s annual manufacturing career fair which will take place on Wednesday May 15th at Bridgeport University! In case you needed some reasons why you should consider exhibiting: 1) It allows you to meet potential candidates face-to-face, giving you a better sense of their personality and communication skills. 2) It provides an opportunity to showcase your company culture and values, helping you attract candidates who align with your organization. 3) Career fairs often attract a diverse pool of candidates, allowing you to tap into a wider talent pool than you might find through other recruiting methods. Hope to see you all there!

In advance of the Knowlton School Career Fairs, the Knowlton Alumni Society will host two events to help students develop strong interviewing skills—the Interview Skill-Building Panel Discussion and the Mock Interviews event. Students are strongly encouraged to participate in these events. --- Interview Skill-Building Panel February 6, 5 p.m. Remote The Knowlton Alumni Society will host a panel discussion focused on interview skill-building to prepare students as they begin their professional careers. The panel will include professionals from human resources and talent management. --- Mock Interviews February 13, 6 p.m. Knowlton Hall, Center Space Hosted by the Knowlton School Alumni Society, the Mock Interview event offers an opportunity for Knowlton students to hone their interviewing skills while networking with Knowlton alumni. Alumni interviewers ask real-world questions over a 30-minute interview and provide constructive feedback on your interviewing skills, as well as on your resume and portfolio (if applicable). Read more: https://bit.ly/3CuQ9yq

🔮 The Future of Recruitment Events Is Here! With virtual and hybrid career fairs becoming the norm, how are you adapting your marketing strategies to attract top talent? Whether in-person or online, creating an engaging experience is key! 💡 What innovative tactics are you using to promote and market your career fairs? Share your insights below!

How can #hvac #contractors stand out when trying to recruit young talent at high school career fairs? Watch this how to video from industry experts. #workforce

Do You Speak Teenager? How many of you speak teenager? Let me give you an example: “Mom, I’m lowkey mad at this kid in my class. He’s such an opp. Me: What’s going on? Teen: He took my phone, like can you not? Boys are not it.” And this is not an exaggeration. My kids’ conversations are peppered with words that I don’t understand. Worse, they are starting to make their way INTO MY OWN LANGUAGE. If you see me at a meeting and ask how I am, and I respond “mid,” that’s teenage-speak for “fine.” Why am I bringing this up? This week during the National Glass Association (NGA) Thirsty Thursday webinar, Jodi Martinez and I will discuss how to recruit at high school career fairs. And an important part of this recruitment is being able to talk to teens. This does not mean we need to adopt their language; we know trying too hard is the kiss of death with teens. But we do need to think about which employees we ask to attend career fairs and their level of comfort interacting with this age group. Let’s be honest: some of us are terrified of teens. Mean Girls are a real thing. But this age group is also amazing. They are smart and funny. They advocate for themselves. They aren’t afraid to ask questions and challenge the norm. They have so much potential, and it’s up to us, in turn, to show them the potential our industry offers. So, when considering who to send to high schools to talk about our trade, think carefully about the staff you appoint. Make sure they are enthusiastic about their jobs and can strike up conversations easily (I’m looking at you Melanie Dettmer). Ensure they’re comfortable talking to teens and telling them why they love their job, how they got into the industry, and why they’ve stayed. And if this is a topic that you are passionate about, join in the discussion this Thursday, April 18, at 1 pm ET to hear about how others are encouraging the next generation to join our trade. Registration is available https://lnkd.in/gJTSAdwK In the meantime, I will continue building my database of teenage-speak. As I’m typing, my son literally just texted “ty broski.” LOL #

Consider joining the Electrical Distribution Industry. Here's why.