GUIDE. University Career Fairs A Guide for Employers
|
|
- Aileen Sutton
- 6 years ago
- Views:
Transcription
1 GUIDE University Career Fairs A Guide for Employers
2 Planning for the Career Fair Clarify your graduate recruitment strategy Determine which departments and positions in your company you wish to hire graduates for. Define your target graduate profile including subject of education, personality attributes and any soft skills required. Identify your company s key selling points (value proposition) for graduates including training offered, compensation, responsibilities and expected career progression. Based on your target profile and resources, select which initiatives you wish to use for communicating your message to graduates e.g. internships, career fairs, university presentations, and student competitions. Develop your strategy for the career fair Choose your target universities, based on factors such as: Degree subjects covered University s profile and caliber of students Your past successes in graduate recruitment Determine your objectives from participation and how the career fair fits in your overall graduate recruitment: Branding: Promoting your company as an employer of choice Sourcing: Collecting CVs from students or getting them to send their CV by or online Screening: Reviewing CVs, interviewing and short listing suitable candidates on the spot Choose which other activities may be suitable to perform alongside your attendance at the career fair e.g. sponsoring the career fair or running a presentation about your company. Communicate with the career fair organizers Get a good understanding of the venue and facilities available, and communicate to the organizers any special requirements you may have (e.g. meeting room for interviews). If it is the first time you are recruiting from a particular university, get the organizers advice on how you can make the most of their event. Ask if there are student volunteers who can be assigned to your company, to help your team get set up and deal with any issues during the event. 1
3 Optimise your marketing material Make sure your brochure or flyer for the event clearly communicate the following: Your company profile Available graduate vacancies Key attractions (e.g. training, compensation & benefits, etc.) Application process If you wish to offer free gifts or give aways to students visiting your stand, try to make them creative so they are memorable, or something useful that they will keep. Choose the staff to attend the career fair Decide the number of staff you need to represent you at the event, based on the size of your stand and expected volume of student visitors. Staff members you select to represent your company at the event should have excellent oral communication skills, and should include a mix of HR and non HR staff. Your non HR representatives at the event can include the following groups. Each of these make a different kind of connection with the students: Recent graduate hires Alumni: Employees who graduated from the same university Nationals: Staff from the same nationality as those you are targeting Senior managers: These inspire students on what they can grow into Unless you are attending a male only or female only event, try to have staff of both genders represented in your stand. Prepare your staff for the career fair Brief your team on your facts and key messages for graduates, including: Your company profile, products and services Your available internships and full time vacancies Required student profiles for each vacancy Learning and training opportunities for graduate hires Typical compensation package for a fresh graduate Application process Typical student questions in past events, and suitable answers (FAQ) If possible, prepare summarized handouts of the above points so your team can read and familiarize themselves with them. 2
4 Managing your presence at the Career Fair Be approachable Arrive at the venue well before the event start time, to ensure your stand is set up and you are not distracted when the students arrive. Many students can be nervous about approaching an employer. Don t sit back at your stand. Try to be standing and making eye contact, so they feel welcome to approach and engage with you. Where possible, proactively start a friendly conversation with the students. After greetings, you can start by asking questions such as: What are you studying? What kind of career are you looking for? Are you interested in a career in finance? Have you heard about ABC Holding? Make sure the stand is always staffed and try not to leave the event before the end. An empty stand may leave a negative impression. If the event you are attending is outside your home country, try to understand and be sensitive to the cultural and professional norms of the host country for example, in greetings between men and women. Make conversations productive Try to talk to as many students as possible. Be conscious of one student taking too much of your time, leaving no opportunity for others. Explain your company s attractions e.g. learning opportunities, training, career development, and compensation and benefits. Make it a conversation rather than a one way speech. Ask questions and give them the opportunity to ask questions. Make it clear how they should apply for your vacancies. After each conversation, give out your graduate recruitment brochure to the student. Don t use the brochure as a substitute for conversation. If possible, refer students to other relevant colleagues at the stand e.g. from the department they are interested in or alumni of the same university. If you are collecting CVs, group them in different folders according to their required next steps. If possible, put brief comments on CVs to remind you of your conversations. 3
5 Things to do after the Career Fair Follow up with candidates Make sure all student applications and enquiries get responded to. If you have too many applications to deal with individually, prepare and send template acknowledgment s to them, with contact details if they wish to follow up further. Review applications and shortlist suitable candidates as quickly as possible. Good graduates get multiple offers and employers who take too long in making a decision are less likely to get their offers accepted. Follow up with the university If possible, ask the university for a CD of all student CVs. Universities are keen to know the results of their events. It would be good if you could inform them of any successful student hires. Get feedback from your team Gather feedback from your team about each career fair, including: Students feedback and reactions Effectiveness of your career fair plan Suggested changes for the future Best practice learnings from other companies Document key findings and agreed changes in your career fair strategy. Measure performance of each event Record and track performance metrics for each event, including: Number of applications received Number of students interviewed Number of offers made Number of successful hires Measure the time and budget spent for each career fair. Compare the efficiency of different events to decide your company s future participation in them. 4
6 About this Guide This guide has been compiled by GulfTalent, to help employers make the most of university career fairs for their graduate recruitment. The contents of the guide are based on interviews with a number of leading graduate recruiters in the Gulf region, conversations with students who have attended career fairs, feedback from university career services, as well as GulfTalent s own experience of recruiting at university career fairs across ten different countries. GulfTalent is the leading online recruitment firm in the Middle East. With over 2.5 million registered candidates, it serves as the primary source of both local and expatriate talent to over 4,000 employers and recruitment agencies across the region. Headquartered in Dubai, GulfTalent covers the markets of Saudi Arabia, Kuwait, Qatar, Bahrain, Oman, Egypt, Jordan, Lebanon and the United Arab Emirates. Feedback, comments and queries regarding this guide can be sent to: research@gulftalent.com Telephone: Fax: Website: GulfTalent All rights reserved. 5
Interviews. Careers & Employability Service
Interviews Careers & Employability Service www.mmu.ac.uk/careers/guides Congratulations! You have been selected for interview. This means that you meet the basic requirements of the role and the employer
More informationTHE ULTIMATE CAREER FAIR CHECKLIST FOR EMPLOYERS
THE ULTIMATE CAREER FAIR CHECKLIST FOR EMPLOYERS SIMPLE STEPS TO MAXIMIZE YOUR ROI Career fairs can be a highly effective part of campus recruiting and brand building. But when you add all the time and
More informationOxford Human Resource Consultants Ltd. Project Administrator. Appointment Brief
Oxford Human Resource Consultants Ltd. Project Administrator Appointment Brief 14 th February 2018 Oxford HR Consultants Ltd The Old Music Hall, 106-108 Cowley Road, Oxford OX4 1JE UK Tel: +44 (0) 1865
More informationVolunteer Recruitment Handbook
Volunteer Recruitment Handbook Dear Colleague, WRVS has been delivering services through volunteers since 1938 but how we find suitable people is changing all the time and we need to be able to attract
More informationKhalifa University s Career Fair 2018 Monday, February 5 th,2018 8:00 am - 2:30 pm
Khalifa University s Career Fair 2018 Monday, February 5 th,2018 8:00 am - 2:30 pm KU CAREER FAIR 2018 Dear KU Community, You are invited you to attend our upcoming KU Career Fair 2018, which will take
More information6%in Empowering Employees
35 Empowering At Aramex, we believe that quality people produce consistently excellent service. Therefore we strive to attract and maintain the best talents, while continuously nurturing and offering them
More informationGetting the most out of the career fair kontaktpunkt Career Service
Getting the most out of the career fair Career Service Eva Maisel November 2018 Courses and events in winter semester 2018/19 Walk-in consultation during lecture period: Mon, 2.00 3.30pm, room D411 (Eva
More informationJob Related Information
Job Related Information This document includes information about the role for which you are applying and the information you will need to provide with your application. 1. Role Details Vacancy reference
More informationFixed Term Contract J Doha 1 year Customer Service Manager
Role Title Information Desk Assistant Role Information Role Type Pay Band Location Duration Reports to: Fixed Term Contract J Doha 1 year Customer Service Manager Role purpose To consistently provide high
More informationPrepare for success. Candidate interview guide. Follow us. omantel.om
Prepare for success Candidate interview guide omantel.om Follow us A reminder of our recruitment process one Application Complete the online application form and submit your resume. two three Screening
More informationOxford Human Resource Consultants Ltd. Project Administrator. Appointment Brief
Oxford Human Resource Consultants Ltd. Project Administrator Appointment Brief September 2018 Oxford HR Consultants Ltd The Old Music Hall, 106-108 Cowley Road, Oxford OX4 1JE UK Tel: +44 (0) 1865 403
More informationWelcome back! The Careers Service offers a wide-ranging service to penultimate year students, starting early in Semester 1.
Timeframe First Year Undergraduates Intermediate Years Finalists Intro It s never too early to start thinking about your future, and you d be surprised by how much you can do in your first year to help
More informationMaking the Most of a Career Day/Fair
University of Wisconsin-Milwaukee Career Development Center www.uwm.edu/dept/cdc Mellencamp 128 414-229-4486 Making the Most of a Career Day/Fair BEFORE THE CAREER DAY Identify Which Organizations to Talk
More informationInvestec Wealth & Investment Diversity & the Gender Pay Gap
Investec Wealth & Investment Diversity & the Gender Pay Gap 2017 1 Foreword At Investec Wealth & Investment (IW&I), our job is to provide our clients with a service of the highest possible standard delivered
More informationBRITISH ACCREDITATION COUNCIL INSPECTION REPORT. MID-WAY PROBATION REVIEW (Short Course Provider)
BRITISH ACCREDITATION COUNCIL INSPECTION REPORT MID-WAY PROBATION REVIEW (Short Course Provider) PROVIDER: London Business Training and Consulting ADDRESS: Seven Pancras Square 7 King s Boulevard Kings
More informationChanging Candidate Status - Processing Candidates Through the System
Title Primary Users Changing Candidate Status - Processing Candidates Through the System HR & Vacancy Managers Last Updated 15 October 2015 When to use this process All candidates who have submitted an
More informationPlacement and Internship Administrator (Three Posts) Ref: SC3161
UEA CAREERS SERVICE Placement and Internship Administrator (Three Posts) Ref: SC3161 The Post UEA Careers Service is looking to recruit three highly motivated individuals to join a busy and friendly team
More informationAttraction: Engagement
Attraction: Engagement Harnessing BAME talent: A guide for UK employers challenge toolkit challenge toolkit Attraction: Engagement This section is about how your vacancies are marketed and where they are
More informationCOLLEAGUES AND PAY AT INFORMA
COLLEAGUES AND PAY AT INFORMA Informa is proudly a people business. The ideas, energy and contribution of colleagues across the world create the editorial content, original research, intelligence, events
More informationEmployer Engagement Assessment Instrument
Employer Engagement Assessment Instrument September 2013 Produced by Coffey Consulting, LLC for the U.S. Department of Labor, Employment and Training Administration, Office of Workforce Investment, Division
More informationGlobal Recruitment and Selection Policy JANUARY 2018
Global Recruitment and Selection Policy JANUARY 2018 Contents INTRODUCTION Our Policy 1. Process and responsibilities 4 2. The recruitment process 4 3. Sourcing candidates 4 4. Using recruitment agencies
More informationMetropolitan Police Service (MPS)
Metropolitan Police Service (MPS) Information Pack Superintendent Selection Process Promotion Process April 2018 Contents Section Page Number Introduction 3 The Selection Process 4 How to Prepare 10 Appendix
More informationRecruitment Summits. Recruiting Excellence for Africa.
Recruitment Summits Recruiting Excellence for Africa www.globalcareercompany.com Careers in Africa Recruitment Summits London May Houston November Lisbon May Paris April São Paulo September Cape Town November
More informationRecruiter Academy Certified Recruiter Program
Recruiter Academy Certified Recruiter Program Module 10 Performing A Structured Candidate Professional Discussion & Managing The Candidate Experience Housekeeping Be Present! Shut down your email or other
More informationJob Search Strategies That Work! Presented by: Patty Dang, M.S. Career Development Services Counselor
Job Search Strategies That Work! Presented by: Patty Dang, M.S. Career Development Services Counselor Updated August 2014 Learning Outcomes List the components of the basic job/internship search steps.
More informationJOB DESCRIPTION GRADE: 3. DATE: March Purpose of the Job
JOB DESCRIPTION DESIGNATION: Lead Steward GRADE: 3 RESPONSIBLE TO: Responsible for: Duty Manager Stewards DATE: March 2013 Purpose of the Job The Lead Steward is responsible for enhancing the Arnolfini
More informationCivilian Sponsorship
Civilian Sponsorship Installation Management Command IMCOM will synchronize, integrate, and deliver installation services and sustain facilities in support of Senior Commanders in order to enable a ready
More informationApplication Forms Guide
Application Forms Guide On the face of it, application forms may seem straightforward but there are hidden depths! It is essential to be able to complete them successfully. In fact, employers often make
More informationOxford Human Resource Consultants Ltd. Researcher, Africa. Appointment Brief
Oxford Human Resource Consultants Ltd. Researcher, Africa Appointment Brief 30 th April 2018 Oxford HR Consultants Ltd The Old Music Hall, 106-108 Cowley Road, Oxford OX4 1JE UK Tel: +44 (0) 1865 403 298
More informationOur gender pay gap report 2017
Our gender pay gap report 2017 Foreword At Skanska, we are proud to be a leading constructor and developer involved in some of the UK s most complex and exciting building and infrastructure projects shaping
More informationJoining us. A guide for those interested in working for Genomics England
Joining us A guide for those interested in working for Genomics England January 2017 About us Genomics England was set up by the Department of Health to deliver the 100,000 Genomes Project. This ambitious
More informationJob Readiness Skills Job Search & Interview Skills
1 2 Job Readiness Skills Job Search & Interview Skills 8 7 6 1 2 3 4 5 Course Outlines Job Search Cycle Job Description Job Interview Professional Interview Skills Types of Interview Interview Dos and
More informationFair Opportunity Tapping a Unique Talent Pool
Fair Opportunity 2016 Tapping a Unique Talent Pool www.career.org.hk TALENT, no boundaries. What is CareER? 1 st NGO for higher educated SENs 1 st Student Union 1 st Alumni Union 1 st Charitable job platform
More informationGuide for Companies Hosting High School Interns
Guide for Companies Hosting High School Interns Includes suggested preparation, orientation, and execution for success. Source: Internships.com PALATINE HIGH SCHOOL WILLIAM FREMD HIGH SCHOOL JAMES B. CONANT
More information2016/17 edition. Sponsorship. imperialcollegeunion.org Sponsorship 2016/17 1
2016/17 edition Sponsorship imperialcollegeunion.org Sponsorship 2016/17 1 Contents 02 03 04 05 06 07 09 11 12 Contents Frequently Asked Questions Introduction Identification Selection Proposition Negotiation
More informationIndustrial Placements and Internships from Cogent Skills Services
Industrial Placements and Internships from Cogent Skills Services for science industries We are here to help employers to develop home grown excellence and significantly improve the employability skills
More informationEMPLOYEE LOYALTY. March 31, 2008
EMPLOYEE LOYALTY March 31, 2008 Objective To understand perceptions and attitudes of Middle Eastern employees regarding their career, the work they do and the organization they work for. The findings will
More informationImproving. the Interview Experience
Improving the Interview Experience Introduction As part of improving our processes at Evolution Recruitment Solutions, we consistently send out feedback surveys to our candidates and clients, as well as
More informationThis policy defines the responsibilities of both Line Managers and Human Resources.
Safer Recruitment Background PACT regards people as its greatest asset and attaches importance to the procedures for recruitment and selection being clearly understood by Line Managers. Human Resources
More information2017 Gender Pay Gap Report
2017 Gender Pay Gap Report TRAVELOPIA 2017 GENDER PAY GAP REPORT 2 Message from Andy Since joining Travelopia on the 20 th March 2018 I have been brought up to speed with the work carried out within the
More informationA RECRUITER S GUIDE TO SOLVE ALL YOUR RECRUITMENT CHALLENGES ON A SINGLE PLATFORM YELLO.CO/CONTACT
A RECRUITER S GUIDE TO SOLVE ALL YOUR RECRUITMENT CHALLENGES ON A SINGLE PLATFORM A RECRUITER S GUIDE TO YELLO As a recruiter, you re expected to wear many hats. Sourcing candidates, scheduling interviews,
More informationHigher Education Employer Diversity Pilot Project
Higher Education Employer Diversity Pilot Project 2015-2018 Drivers The wider context 182,000 more engineers needed per year to 2022 Low rates of transition into engineering employment Relatively high
More informationRECRUIT LIKE THE PROS
RECRUIT LIKE THE PROS Business & Management Recruiting, jobs, company policies, Google, Fed Ex, Starbucks, Microsoft Functional II Describing and Suggesting References BNet - http://www.bnet.com/2403-13059_23-52948.html
More informationTIPS FOR RECRUITING DEFENSE DEPARTMENT. Defense Civilian Personnel Advisory Service
TIPS FOR RECRUITING DEPARTMENT OF DEFENSE Defense Civilian Personnel Advisory Service PHASE 1 PHASE 2 PHASE 3 PHASE 4 It is imperative that managers and supervisors with responsibility for hiring are actively
More informationGender Pay Gap Report
Gender Pay Gap Report Published March 2018 As part of the Government s commitment to tackle workplace discrimination, all UK companies with 250 or more employees are required to disclose their gender pay
More informationCollege of Architecture, Design and Construction Strategic Diversity Plan to
College of Architecture, Design and Construction Strategic Diversity Plan 2012-13 to 2014-15 Vision: The College of Architecture, Design and Construction (CADC) is committed to create a diverse learning
More informationBASIC EMPLOYABILITY TRAINING
BASIC EMPLOYABILITY TRAINING This presentation accompanies the Trainer s Manual as part of IOM s Migration for Development in the Western Balkans (MIDWEB) project, cofinanced by the European Commission
More informationAnalyze Samples: Job Posting and Resumes Overview
Analyze Samples: Job Posting and Resumes Overview Alberta Government job postings provide information about the job, work environment, and the qualifications needed for successful performance (education,
More informationGender Pay Gap Report 2017 PHILIPS Lighting UK
Gender Pay Gap Report 2017 PHILIPS Lighting UK Introduction Message from Bren Lumsden HR Director, Philips Lighting UK & Ireland Equality and diversity sit at the heart of our success. Fostering the right
More informationOur Top 20 Training Courses
Our Top 20 Training Courses Customer Service Business Communication Emotional Intelligence & NLP Finance & Banking Leadership & Management Quality & Excellence HR & Training Nationals Development Marketing,
More informationGender pay gap report 2017
Gender pay gap report 2017 Introduction Nick Hugh CEO Women should expect to have the same opportunities to advance their careers as men. It is not only right for society but for the success of our business.
More informationSearch Strategies GETTING STARTED FIGURING OUT WHAT YOU WANT TO DO SETTING YOURSELF UP FOR SUCCESS
Search Strategies Considering your options for after graduation can be both exciting and nerve-wracking. Hopefully, you see this time as an opportunity to indulge in your curiosity, ask questions, and
More informationWELCOME TO WARWICK EMPLOYERS GUIDE
WELCOME TO WARWICK EMPLOYERS GUIDE ABOUT WARWICK The University of Warwick was founded in 1965 and is one of the UK s leading universities with an acknowledged reputation for excellence in research, teaching
More informationGender Pay. Reporting Introduction. United Kingdom
United Kingdom Gender Pay Reporting 2017 Introduction This Report contains Philips Electronics UK Ltd first legal disclosure of the gender pay gap report 2017. It includes analysis and commentary on gender
More informationEMPOWER THE GRADUATE JOB SEEKER
EMPOWER THE GRADUATE JOB SEEKER Congratulations! You did it, you! Did it! Schools over (for now)! And it s time to build your career and show the world what you can do! But why is no one responding to
More information2016 Japan hr business plan
2016 Japan hr business plan Action Plans for Active Participation of Women Coca-Cola (Japan) Company, Limited August 14, 2015 April 1, 2016 March 31, 2020 1 Current Trend for Talents in Coca-Cola (Japan)
More informationThe Advancing Women Organizational Assessment Feedback Results. WILOA Test Aggregate. May 2017
The Advancing Women Organizational Assessment Feedback Results May 07 Report format Copyright 997-07 Assessment +, Inc. Introduction It is a well-known reality that, across the working world, women continue
More informationEMPLOYEE MOTIVATION STUDY. September 2009
EMPLOYEE MOTIVATION STUDY September 2009 Objectives To understand how the current environment is impacting the satisfaction levels of an employee in the Middle East. Identification of the drivers that
More informationHIRING GUIDELINES. 6. Make Selection Decision. 5. Conduct Reference Checks. 2. Review Application Materials. 3. Prepare for Interviews
Human Resources Manager s Toolkit: Recruitment, Hiring and Onboarding 2017 page 7 HIRING GUIDELINES 2. Review Application Materials 3. Prepare for Interviews 4. Interview Candidate 5. Conduct Reference
More informationGlobal Recruitment and Selection Policy AUGUST 2016
Global Recruitment and Selection Policy AUGUST 2016 Contents INTRODUCTION Our Policy 1. Process and responsibilities 4 2. The recruitment process 4 3. Sourcing candidates 4 4. Using recruitment agencies
More informationAVIS BUDGET GROUP 2017 UK GENDER PAY GAP REPORT
AVIS BUDGET GROUP 2017 UK GENDER PAY GAP REPORT 02 GENDER PAY GAP REPORT 2017 MESSAGE FROM NINA BELL What you may find surprising, is that within Avis Budget Group s UK entities, we will be publishing
More informationHuman Resources Department. Completing Your Application Form Guide
Human Resources Department Completing Your Application Form Guide Introduction Thank you for considering applying for a position with Bolton College. The application pack is available in different formats
More informationCareer Activities. The Gallup Organization
Career Activities Quick activities to help students communicate their strengths in interviews, resumes, and conversations. The Gallup Organization Activity #1: Meaningful Roles Goal: To help students think
More informationName: Date: Mentor: SHS Career Fair. The SHS Career Fair is an opportunity for students to meet with local employers to participate in job interviews.
Name: Date: Mentor: SHS Career Fair The SHS Career Fair is an opportunity for students to meet with local employers to participate in job interviews. The SHS Career Fair Activity can be used only once
More informationwithin the range 26,052-28,453 per annum pro rata Grade: 6 Two year fixed term (in the first instance)
Corporate Affairs Assistant Manager JOB DESCRIPTION Job Title: Corporate Affairs Assistant Manager Location: Ipswich Salary: within the range 26,052-28,453 per annum pro rata Grade: 6 Contract status:
More informationThe Personnel e.bulletin
The Personnel e.bulletin May 2017 How to Build Your Talent Pool Prepared SESCO Management Consultants Looking for talent? The smartest employers, who hire the best people, develop a pre-qualified candidate
More informationGENDER PAY GAP REPORT 2017
VOLKSWAGEN GROUP UNITED KINGDOM LIMITED GENDER PAY GAP REPORT 2017 This report details our 2017 results and our drive towards reducing our gender pay gap. INTRODUCTION Driving diversity At Volkswagen Group
More informationRecruitment information pack Communications coordinator
Recruitment information pack Communications coordinator November 2018 Welcome Thank you for your interest in applying to the School for Social Entrepreneurs. We have put together some information below
More informationPost of Customer Service Assistant Work Experience. Contents. Job description 2. Person specification 4. How to apply and application timeline 5
Work Experience Contents Job description 2 Person specification 4 How to apply and application timeline 5 Equal Opportunities Policy 6 Job Description Reporting to: Senior Operations Manager Location:
More informationCANDIDATE INFORMATION PACK
CANDIDATE INFORMATION PACK World Cancer Research Fund International Web Coordinator Closing date: Sunday 29th March 2015 This pack includes: WELCOME LETTER ABOUT THE ROLE JOB DESCRIPTION PERSON SPECIFICATION
More informationGender Pay Gap Report Prudential plc
Gender Pay Gap Report 2017 Prudential plc Introduction An inclusive working environment is essential for everyone to want to, and be able to, give their very best for the organisation. Diverse and inclusive
More informationADP UK Gender Pay Report Produced by: Victoria Tucker, UK Total Rewards Manager
ADP UK Gender Pay Report 2017 Produced by: Victoria Tucker, UK Total Rewards Manager Annabel Jones, UK HR Director I genuinely believe, because I see it and feel it, that ADP treats all our associates
More informationactivities, helping people. Although you will make a surplus Athough you have only made months that you go into deficit.
Cashflow Forecast Month: Pre-Start Aug Sept Oct Nov Dec Jan Add months... Totals Income - Money In = Receipts Fun Day 475 475 Grants 200 200 Sales e.g. promotional goods 0 Donations, etc. 50 50 Total Receipts
More informationworking hours full time is 35 hours a week. You ll agree your working pattern with your manager.
resourcing manager reporting to head of learning, talent and resourcing direct reports resourcing partners working hours full time is 35 hours a week. You ll agree your working pattern with your manager.
More informationMDA Values. ission We re driven to accelerate progress for families and muscle health.
Interview Guidebook MDA HQ Our national office is located along the Chicago River and above Union Station, offering employees convenient access to transportation and beautiful views. We believe in MUSCLE:
More informationMDA Values. ission We re driven to accelerate progress for families and muscle health.
Interview Guidebook MDA HQ Our national office is located along the Chicago River and above Union Station, offering employees convenient access to transportation and beautiful views. We believe in MUSCLE:
More informationGender Pay Gap Report 2017
01 Gender Pay Gap Report 2017 02 Introduction As a fast moving fashion retailer we aim to attract and retain the very best people, regardless of gender, in their respective areas of expertise. We are committed
More informationWORKPLACE EQUALITY AND RESPECT KEY PROGRESS INDICATORS. Key Progress Indicators. Key Progress Indicators
WORKPLACE EQUALITY AND RESPECT KEY PROGRESS INDICATORS This work was funded by the Victorian Government as part of the Workplace Equality and Respect Project led by Our Watch. Our Watch 2017 Published
More informationCITB REPORT Gender pay gap
CITB REPORT Gender pay gap 2017-18 1 Who we are CITB is the Industrial Training Board (ITB) for the construction industry in Great Britain. We make sure employers can access the high quality training their
More informationHow to recruit trainees, graduates & apprentices
How to recruit trainees, graduates & apprentices Advice featured in: how to recruit trainees, graduates & apprentices Business owners are currently facing recruitment challenges that have never been seen
More informationAthena SWAN Bronze institute award application
Athena SWAN Bronze institute award application Name of institute: Institute of Zoology (IoZ) Name of Research Council that governs institute: Zoological Society of London (ZSL) Date of application: 29
More informationThe Deloitte Talent in Banking Survey 2014 The United Arab Emirates in Focus
The Deloitte Talent in Banking Survey 2014 The United Arab Emirates in Focus Among business in the UAE, banking has fallen from second-most popular industry to fourth in just one year. As with most private
More informationPCEF guidance notes. Area E Leadership and management
PCEF guidance notes Area E Leadership and management Unit PC9 Recruit and develop people This unit relates to the role of recruiting and developing people. You are expected to play a part both in analysing
More informationHUMAN RESOURCE MANAGEMENT SYSTEM A TO Z OF HUMAN RESOURCES MANAGEMENT THE TOTAL SOLUTION SYSTEM FOR YOUR BUSINESS. Human Resource Management
A TO Z OF HUMAN RESOURCES MANAGEMENT Human Resource Unlimited Employment Types Organization Structure HUMAN RESOURCE MANAGEMENT SYSTEM THE TOTAL SOLUTION SYSTEM FOR YOUR BUSINESS CONTENTS Introduction
More informationHRS4R. Human Resources Strategy for Researchers. Action Plan
HRS4R Human Resources Strategy for Researchers Action Plan 2015-2018 Barcelona, May 2015 CONTENTS 1. INTRODUCTION... 3 1.1 ISGlobal... 3 1.2 HRS4R background... 3 2. METHODOLOGY... 5 2.1 HRS4R working
More informationGENDER PAY GAP REPORT 2017
GENDER PAY GAP REPORT 2017 ASTON MARTIN GENDER PAY GAP REPORT 2017 Aston Martin is one of the worlds most respected luxury brands. Founded in 1913 by Robert Bamford and Lionel Martin from a workshop on
More informationRetail Graduate Scheme
Mitchells & Butlers Retail Graduate Scheme Assessment Day Information 2 Contents Welcome & Assessment Day Agenda 3 Candidate Guidelines 4 What to bring with you on the day 6 Top Tips 7 Guide to the structured
More informationGallagher Gender Pay Gap - Gallagher Benefit Services, UK. Report 2017
Gallagher Gender Pay Gap - Gallagher Benefit Services, UK Report 2017 At Gallagher we see diversity as a strength. We believe in fostering a fair, respectful and inclusive culture. A culture where all
More informationNetwork To Work - Meeting Agenda
Network To Work - Meeting Agenda Participant Guide February 2019 Agenda Topics 1. Materials Please be sure to turn in your Job Search Activity Log. Your Case Management Participant Assistant has your meeting
More informationMaking assessment centres inclusive. good practice from STEM employers
Making assessment centres inclusive good practice from STEM employers Assessment Centre Good Practice Making assessment centres inclusive 01 Introduction This good practice has been compiled from contributions
More informationD R. V I C K I A. B R O W N D O D C H I E F L E A R N I N G O F F I C E R C I V I L I A N W O R K F O R C E J U LY 2 016
D R. V I C K I A. B R O W N D O D C H I E F L E A R N I N G O F F I C E R C I V I L I A N W O R K F O R C E J U LY 2 016 PRESENTATION GOAL 1. Create awareness of what employee engagement is, how it is
More informationThe Gender Pay Gap Report must disclose:
GENDER PAY GAP REPORT 2017 Gender Pay Gap Report: 2017 1 At we re committed to creating a great working environment and ensuring that all of our employees have an equal opportunity to progress their careers.
More informationWhite Paper: Executive Search Firm How to Engage and Utilise Them Successfully. By Simon Fransca Khan of Leading Headhunters Hunter & Chase
White Paper: Executive Search Firm How to Engage and Utilise Them Successfully. By Simon Fransca Khan of Leading Headhunters Hunter & Chase Introduction Engaging an Executive Search firm or a Headhunter
More informationInternship Guide for Employers
Internship Guide for Employers Career Services Center INTERNSHIP PROCEDURES 3211 Providence Dr. RH 122 Anchorage, AK 99508 Phone: (907)786-4513 Fax: (907)786-4351 www.uaacareerservices.com General Information
More informationExpose the Actors. XChange, August 13, 2017
Expose the Actors XChange, August 13, 2017 Introduction David Russell CEO & Senior Consultant 44 Years in business / 5 Years in computer industry Former VAR, systems builder, MSP (hosted 1,800 online stores),
More informationEQUALITY IMPACT ASSESSMENT PRELIMINARY SCREENING
School/ Department Human Resources Date March 2011 Name of Policy * EQUALITY IMPACT ASSESSMENT PRELIMINARY SCREENING ADVERSE WEATHER GUIDELINES What are the aims, objectives & projected outcomes? There
More informationMaximising External and Internal Talent Pools
Maximising External and Internal Talent Pools Rachael Green Manager Recruitment & Employee Development Dubai Duty Free UAE & Dubai UAE Population Growth 1.04 M 2.99 M 4.10 M 4.10 M 9.57 M Dubai Population
More informationJob Related Information
Job Related Information This document includes information about the role for which you are applying and the information you will need to provide with your application. 1. Role Details Vacancy reference
More informationTHE ULTIMATE. Candidate Experience Guide. yello.co/contact
THE ULTIMATE Candidate Experience Guide 1 THE ULTIMATE Candidate Experience Guide Delivering the ultimate candidate experience begins before the first handshake and ends after an offer has been extended.
More informationGuide to applying for jobs
1 Guide to applying for jobs 2 Version 4.0 May 2018 Contents Guide to applying for jobs... 2 The application form... 3 Disclosing information... 3 Relevant skills, knowledge and experience... 3 How to
More information