Common issues in recruiting new graduates
Posted: Wed Feb 19, 2025 4:34 am
There are some common challenges that companies face when recruiting second-time new graduates. One of these is the risk of early turnover. Since second-time new graduates have previously left a company, there is a fear that they will change jobs again early. To address this issue, it is important to carefully analyze the applicant's reasons for changing jobs and prevent a mismatch with your company. Another challenge is lack of experience and the anxiety that comes with it. Since second-time new graduates have little work experience, they may feel confused about how to carry out their work and adapt to the work environment. Companies need to build a training system specifically for second-time new graduates and provide careful guidance and follow-up. Effective methods include utilizing OJT, holding singapore whatsapp number data regular interviews, and introducing a skill improvement support system. If companies can overcome these challenges and maximize the motivation and potential of second-time new graduates, they will become a great asset to the company and lead to long-term growth.
assignment countermeasure
Risk of early retirement Careful analysis of reasons for job change and prevention of mismatches
Lack of experience and anxiety Specialized training system, OJT, regular interviews, and support for improving skills
1-3. Specific effects of recruitment branding
Recruitment branding brings many concrete effects to companies. First, it increases the company's recognition. By actively disseminating information, it is possible to reach a wide range of potential talent, including second-time new graduates. This makes the company's name more memorable as a potential future job candidate. Second, it is expected to increase applications from the desired talent. By deepening understanding of the company, applications from talent that match the company will increase, improving recruitment efficiency. In addition, it creates a "self-screening" effect that prevents mismatches, improving the quality of applicants. Furthermore, it makes it possible to differentiate from other companies in the same industry. By disseminating the unique appeal of your company through recruitment branding, you are more likely to have people think, "I want to work for this company, not another company." These effects lead to concrete results such as reduced recruitment costs and improved acceptance rates. In fact, there are cases where companies that have focused on recruitment branding have seen an increase in the number of applicants by 150% compared to the previous year and an increase in the acceptance rate of job offers by 20%.
assignment countermeasure
Risk of early retirement Careful analysis of reasons for job change and prevention of mismatches
Lack of experience and anxiety Specialized training system, OJT, regular interviews, and support for improving skills
1-3. Specific effects of recruitment branding
Recruitment branding brings many concrete effects to companies. First, it increases the company's recognition. By actively disseminating information, it is possible to reach a wide range of potential talent, including second-time new graduates. This makes the company's name more memorable as a potential future job candidate. Second, it is expected to increase applications from the desired talent. By deepening understanding of the company, applications from talent that match the company will increase, improving recruitment efficiency. In addition, it creates a "self-screening" effect that prevents mismatches, improving the quality of applicants. Furthermore, it makes it possible to differentiate from other companies in the same industry. By disseminating the unique appeal of your company through recruitment branding, you are more likely to have people think, "I want to work for this company, not another company." These effects lead to concrete results such as reduced recruitment costs and improved acceptance rates. In fact, there are cases where companies that have focused on recruitment branding have seen an increase in the number of applicants by 150% compared to the previous year and an increase in the acceptance rate of job offers by 20%.