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Why EMEA companies could be missing out on graduate talent

We all know recruitment is a tricky business, but when organisations fail to implement the best in tech and recruitment trends, they run the risk of missing out on one-of-a-kind graduates.

This issue was confirmed by a new global study, conducted by the Futurestep division of Korn Ferry with the most common pitfall being EMEA companies who fail to strategically link talent acquisition with their business strategy.

The survey saw Futurestep quiz more than 1,100 hiring professionals across the world. In part one of its study, it revealed that 48% felt that finding and hiring qualified graduates is harder than it was this time last year. Recruitment was a chief concern for businesses, trumping the development of news skills in a rapidly changing market (23%).

In spite of this, only 38% of hiring professionals stated that their recruitment team is allied to its business objectives. Elsewhere, 35% of hiring professionals in EMEA reported that they did not have a strategic workforce plan, let alone one that connects future talent needs to business strategy.

As a result, significant numbers of talented applicants slip through the cracks. Jan Mueller, managing director of talent acquisition solutions at Korn Ferry Futurestep explains: “When talent strategy and business strategy are not aligned, talent acquisition becomes tactical and ineffective. However, if companies get this alignment right, they give themselves a stronger long-term view on talent, achieve greater efficiency with personnel and, crucially, give themselves the best chance of meeting business objectives.”

For candidates there is also an apparent disparity between hiring expectations and realities, which signifies that recruiters are failing to keep up with the latest in technology. Millennial graduates increasingly search, browse and apply for jobs on their mobiles, however the study found that just 20% of respondents use mobile technology in their recruitment efforts. Additionally, just 45% use video interviewing and 46% use online assessment tools. Investing in this tech is not only beneficial for attracting talent, but it makes the process easier and more efficient on both ends.

“The reality today is that candidates expect to be able to use the technology they are used to utilising in everyday life to get through an application and interview process,” Mueller continued. “If businesses are to attract the best talent, they must adapt to this mobile-first approach to talent. If not, they can expect to see the most desirable hires head to competitors with up-to-date technologies and processes.”

One tactic frequently overlooked but proven to be ever-effective is the use of recruitment process outsourcing (RPO) partners, such as Gradlink. However, while 84% and 70% have used the service for sourcing and screening respectively, many are failing to utilise its power for employer branding and building talent communities.

Mueller added: “The value RPOs can bring to organisations goes way beyond a tactical recruiting machine. With a strategic partnership, RPOs can help businesses use the right tools, make long-term hiring plans and collect valuable data to develop even more sophisticated talent acquisition processes.”

By registering your organisation for free with Gradlink, you can access a wealth of international applicants and their outstanding CVs.