Posts Tagged ‘graduates’

Graduates won’t change – so we need to.

Friday, May 30th, 2014
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As recruiters, we are often faced with a range of challenges and obstacles.

The power to adapt to changing times is something that we need to be well versed in. It’s a lot like that phenomenal karaoke tune from Rocky – ‘Eye of the Tiger’- we need to hang tough, stay hungry and be champions of our game, rising up to the challenge of our rivals.

The Association of Graduate Recruiters recently released results from a poll that shows some graduate employers struggling to fill vacancies.

Chief Executive of the AGR, Stephen Isherwood said “I’d urge all graduates to really research sectors and roles that they’re applying for, tailoring each approach to show why they want that particular job and what relevant skills they can offer an employer.”

We need to remember that the last known survivor stalks his prey in the night and most graduate recruiters are probably already encouraging candidates to carry out research and take on a fresh approach.

Like Rocky, we need to decide what to leave in the past when it comes to graduate recruitment. Photo credit:

Like Rocky, we need to decide what to leave in the past when it comes to graduate recruitment. Photo credit: flickr

Rather, this is the time to ask the question- will graduates ever change? In short, probably not. We need to employ new methods so that we, like Rocky, can rise up, straight to the top, and get the glory.

Here at PPS, we always look for new ways to ensure our graduate vacancies are filled with the perfect candidate. We achieved 100% attendance rate at assessment centre and a 96% offer acceptance rate thereafter, for one of our recent graduate campaigns. Of course this was partly because of our engaging recruitment process but also through the use of elements of ‘new recruitment’.

Graduates are often applying during their exams and may not have the time to complete a lengthy application form, so why not carry out video interviews instead? This is an excellent way of getting to know your candidates without taking up too much of their time. There’s also a ton of software out there that records video interviews, saving us the time of conducting interviews in real-time, whilst allowing us to really dissect candidate responses through playback and transcripts.

We also need to start considering asking behavioural and strengths based questions instead of repeating the same old competencies graduates will have manufactured answers for in the past. I think we all attest to hearing about that one tricky team member every graduate appears to have encountered during group work at university. As such, we are currently looking to change our application stage so that it really tests our graduates, rather than become a stale part of the overall recruitment campaign that adds little to no value in finding today’s top talent.

At PPS, we’ve come to the conclusion that graduates probably won’t change, so why don’t we?

We need to be one step ahead, and never forget- it’s the eye of the tiger, it’s the thrill of the fight.

Hannah RWritten by Hannah Ratcliff, Business Development Executive at PPS

Find PPS on Twitter and LinkedIn

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How do you hire great graduates?

Friday, November 29th, 2013
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The reason I ponder this is because I met with a grad recruiter client last week, who said, “Lee, we know we recruit good graduates but now, we want to recruit great graduates”.

I took a sharp breath. How do you go from good to great? I thought about this for a couple of seconds, chose my response, and executed the best open Good to greatended question I could fathom – “Well… that sounds like a great idea, but what‘s the difference?”

And so, he proceeded to present a fairly well-defined list of what he viewed as the differences between good and great.

And I listened.  And I listened some more, and then I continued to listen for even longer.

Amid a haze of adjectives that would have even the most ardent Countdown fan running for their lives from Dictionary Corner, what I eventually learnt was, that to him, ‘great’ was quite simply  those graduates who truly wanted to work for his business.

And why did he want ‘great’, and not just ‘good’?  They performed better.  Who can argue with that?

How could he spot them?  They were more enthusiastic, they knew his competitors and had even applied to some, they demonstrated  that extra little bit of knowledge about the industry and to top it off, they demonstrated a pure passion that couldn’t be replicated in others.

So I asked him how he thought we could best work together to find ‘great’.  Among his ideas and suggestions, the thought of video interviewing cropped up. His rationale for using it – “graduates like it, they’re used to it, it’s their thing isn’t it”.

And so followed a discussion around its pros and cons, to which I asked – if video interviewing didn’t exist, what else could we do?

blog graduate change recruitment

Thinking “small” can help make “big” changes to your graduate recruitment process


“Well”, I suggested, “How about we just tighten up the ‘Why do you want to work for us’ question that we ask at telephone interview stage?”

I continued. “Let’s raise the benchmark and only give above average scores to those candidates whose answers go further than just verbatim of what is in the About Us section of your website and annual report. Let’s probe to see if  they have a deeper understanding. When they talk about competitors, let’s ask for a few names and check if they have applied to them.  When they say they are passionate about the industry, let’s ask them to demonstrate it.  What have they done to prove they should be scored higher than a good applicant, and as such are a “great” candidate?

In the end, we came to the conclusion that video interviewing could wait.  We could elicit what we were looking for by making small refinements, not wholesale changes.

I guess the point of this blog really then, is to suggest that the recruitment landscape is changing at quite some rate. As such, there will always be the temptation to try something brand new and emerging in the hopes it helps to improve the quality of hire.

Ultimately, however, there is often little need to make wholesale changes.  It’s the small incremental ones, which if executed correctly, will deliver the best outcomes.

If you recruit graduates, apprentices or trainees and you want to go from good to great, why not play The Generation Y Game and find out what it might take.

leeWritten by Lee Burman, Business Development Manager at PPS and all-round cool kid. Follow him on Twitter and connect on LinkedIn!

Enjoyed this blog post? Share it with your followers and friends! You may also enjoy reading 5 things a Graduate would change about Graduate Recruitment and Successful Graduate interviews – the interviewer’s perspective

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GUEST BLOG: Successful Graduate interviews – the interviewer’s perspective

Wednesday, November 27th, 2013
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We shake hands, exchange greetings and I offer a drink.  We sit down, I explain the format, then start asking the questions that will determine whether the person in front of me is suitable for further consideration in the available role.  It’s a very familiar process, and I’m far less nervous than the candidate.

interviewAre you nervous? Perhaps you should be!

But maybe I should be nervous. Whilst research shows that interviews can be a highly valid form of assessment, am I really sure that the script I am about to follow really ascertains whether the individual has the right skills, knowledge and motivation for the role? If this is a question you have ever considered, I hope my blog will be of some interest!

As the graduate and industrial placement season gets into full swing, I thought I’d share my recent interview experiences on the validity and reliability of interviews.  For now I will just focus on two key points; interview design and candidate motivation. A future blog will look at my views and experiences of assessing job-person fit and the best structure to use for graduate interviews.

1.       The wrong questions waste time and money

The best questions are the ones that stop the candidates in their tracks. I have recently conducted a review of over 800 interview responses to the question ‘Tell me about a time when you had to manage a range of tasks at the same time’. Out of the 800 candidate responses, 650 referred to them planning their university work load. From the client’s perspective, the interviewers were wasting time gathering information from this question when there is so little variation in individual’s responses. Not surprisingly, 90% of the graduates scored an average mark to this question. Assuming the interviewers spent 10 minutes on this interview question, and with 800 candidates being interviewed, they have just wasted 133 hours – that’s nearly 4 weeks of work – on data that will not aid them in their selection decision making process.  Whilst you could strongly argue that it is the candidate’s responsibility to provide an example that stands out from the crowd, it is our responsibility to ensure that each question allows us to use the full marking range. Testing of interview questions is key to avoid costly mistakes like this being made, and feedback from the interviewers should be collated regularly to spot flaws in the design.

2.       Do they really want the job?

In a time where unemployment is high, employers could be mistaken for thinking that there are a wealth of enthusiastic graduates out there who want to work for them. In reality, many graduates tend to panic and apply for a number of different roles in different industries in the hope that this will guarantee them a job of some form.  I have seen many incredibly talented candidates rejected from recruitment processes as they haven’t convinced the company that they want to pursue a career with them. But from the company’s perspective it is far worse to have recruited these bright and capable people only to lose them six months down the line after companies when they go and pursue their desired career pathway.

Quite simply, to assess motivation effectively, it is all down to the questions you ask. Very basic motivation questions tend to ascertain whether the candidate knows the relevant data about the company they are applying for but all this shows is that your website is well stocked up on facts and figures.  In interviews, I often hear candidates talk about wanting a challenging role and so I start this challenge at the interview stage. If they really want a challenge, ask them questions that make them (and you) squirm a little.  So when they say ‘they like the culture of the company’, ask them to describe the culture as they see it, and why they have these views. And when they say ‘they want a role in a certain sector’, ask them what other companies they have applied for and the reasons for this. Suddenly you will learn so much more about whether the sector and/or the role is really right for them. The more detailed and direct the questioning, the less likely it is that you will get a vague response. Don’t leave the interview without knowing for sure what their motivation for the role is. You almost want to get to the point where you feel you are being interviewed by them, as the candidates who really want the role are the ones that really want to find out more about your own experiences in the company to cement their thoughts that this is the role for them.

I would love to hear your views on this. What have been your experiences of competency based questions and assessing motivation? Have you been successful in designing interviews that use the full scoring range? Get in touch and let’s share experiences and best practice.

Written by Jacqui Rice, Organisational Psychologist at Loganberry Limited

What did you think of this blog? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

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Using Facebook to recruit [Infographic]

Monday, October 7th, 2013
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Facebook remains the most used social network worldwide, surpassing the 1 billion users mark late last year. There is much talk in the recruiting world around using Facebook as a recruiting tool.  In recent years, Facebook has made itself much more as such a tool. There are advertising options available that offer precise targeting options to ensure job opportunities are seen by your target candidate base.

At PPS, we utilise the power of Facebook for a number of our clients – not least for an upcoming graduate and industrial placements campaign for the UK’s leading retailer in the automotive industry. Having first created the official Facebook page for their annual campaign two years ago, our client now enjoys a talent pool of interested, and ready-to-apply candidates before, during and after the intake for their scheme has been filled.

Linked to other social media platforms and integrated within a campaign-specific recruitment website, Facebook has become a valuable channel to engage and source candidates with. The on brand communication we share on the page has also built brand awareness around our client’s job opportunities. Over 90% of candidates surveyed last year, found the client’s social media presence, including their Facebook page, to be an useful and interactive resource throughout their recruitment process.

Using Facebook, along with other social media platforms is fast becoming a staple of any recruitment process. To find out how PPS’ recruitment experts can help you connect with active and passive candidates online, please get in touch.

The following infographic, made by HireRabbit, shows the importance of using Facebook for recruiting.

Using Facebook as a recruiting tool

Have you used Facebook as part of your recruitment campaign? What sort of impact did it create? We want to know your thoughts – comment below, tweet us, or connect with us on LinkedIn!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Why Hire A Graduate – That Is The Question!

Friday, September 28th, 2012
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Graduates are seen as the employees and investors of the future. Hiring the best graduates can improve an organisations performance and help to promote its brand. Each summer sees a number of fresh graduates join the workforce, with competition to recruit the crème de la crème becoming very intense.  Success tomorrow, depends on finding the right graduates today, meaning that selecting the best talent from an ever-growing talent pool can be demanding but essential.

At PPS we help a variety of clients such as Danone, Halfords, Severn Trent, and Thames Water to name a few, to source and secure the best graduates for their business year on year as they believe graduates are vital to the future success of the business.

So why do companies find it so beneficial to hire graduates into the business? Research from various graduate websites and graduate specialist sources highlights a long list of reasons why companies should look to graduate hire for the future success in their business.

  • Proven returns on investment -Graduates contribute approximately £1 billion of added value to the UK

    Graduates may be beneficial for your business

    economy on an annual basis, according to research by the Association of Graduate Recruiters (AGR).

  • Ready to mould – Employers have the opportunity to shape their graduates into what you need, so they become part of the culture. Graduates have developed a habit for learning so will seek to continuously learn in the working environment. They are often perceived as a “blank canvas”, open to new ideas, ways of working and experiences.
  • Good business skills – Graduates have better business skills in comparison to non-graduates. In addition to having an excellent theoretic and sometimes also practical knowledge in their field, graduates typically also have well developed verbal and non-verbal communication skills, and solid data analysis and problem solving abilities.
  • Quick learning – Graduates are generally fast learners which takes away much of the advantages of their experienced colleagues, especially if the workplace involves the use of new technologies or/and business solutions. They are usually also more enthusiastic about work and are not easily scared away by challenges and obstacles.
  • Succession planning – By providing a career path for a graduate you will enable them to reach a management level within your firm, and solve succession planning concerns. Having molded a graduate to your business culture and the operations within you can grow a future leader for your business.
  • Increasing competition within the team - Due to their enthusiasm about work, a wealth of ideas and a wide range of abilities acquired during the study, graduates can increase competition within the team which in turn increases work efficiency and productivity.
  • Higher flexibility – Most business owners who seek a qualified labour force put a major emphasis on experience. However, graduates have several advantages over their experienced colleagues and higher flexibility is one of their main advantages. They do not have any work patterns in their head yet which is why they adapt to their workplace a lot easier than their older colleagues who may need more time to make “the switch”.

With all these benefits it’s easy to see why businesses of all sizes are seizing the opportunity to employ graduates, to help inject a new dimension into their organisations.

A current concern for many businesses moving forward is related to the effects an increase in tuition fees and the cost of gaining an education proposes to the number of graduates within the UK, and furthermore the affect this will have upon growing future leaders for our UK businesses.

Just because the nation’s top universities may soon become closed shops to those with talent but without sufficient funds does not mean the working world should shut them out, so will things change? What are your thoughts on hiring graduates versus non graduates for your business, or are you considering a career without a university qualification? If so we would love to hear your views on the subject.

Written by Louise Birch, Account Manager at PPS Works

Connect with Louise on LinkedIn

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Candidate #2: Social Media and its Future in Graduate Recruitment

Tuesday, February 28th, 2012
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Editor’s note: The following post was submitted as part of our recruitment process for our new Graduate Marketing Assistant. With freedom over subject, style and length, it was up to our candidates to present their thoughts in a way that embodied the PPS blog whilst giving us an insight into their marketing genius. This by no means is the deciding factor, but if you like what you read, comment and share – you would be helping a great candidate out! So without further ado, here’s Candidate #2′s offering:

Social media is becoming more and more a part of modern life. People are logging in to sites such Facebook and Twitter on a daily basis. In fact, within the 18-25 age range, it would seem unusual now for people not to have a social media presence. It is no surprise therefore that recruiters are using these market changes to their advantage, or at least dipping their toes in the water to see what potential these platforms may offer. This new movement has even got its own label – ‘social recruiting’.


New graduates are one of the key targets for this type of recruitment. Recruiters go to where the potential talent is, and currently there is no bigger potential talent pool of graduates than on Facebook. With around 850 million users, it would seem silly to ignore it. A recent survey by showed that 84% of students make Facebook their first port of call every morning.

So the question for recruiters is; how can Facebook be used in the most effective way? Some large companies have set up special pages just for people interested in, or entering their graduate application process. A former colleague of mine and recent graduate from the University of Durham, Emma Hawkins, recently ‘liked’ Barclays Graduates’ Facebook page: ‘I had reached the assessment centre stage and read in a forum that I may pick up some useful information by speaking to current graduates on the FB page’ says Emma, ‘I have found the majority of marketing I have encountered as regard graduate schemes has not been through social media though, but via events such as recruitment fairs’. She also noted how some companies, such as PWC, seem to have invested a lot of money in these types of events: ‘I went to a meal fully paid for by the company, having not even applied at that point!’

Emma also believes social media was not the most useful method of finding out about graduate jobs initially. She says, ‘I found it more useful as a resource once the application process had begun. It was a good way of researching into the companies and the schemes further. I still see Facebook as a social tool, not yet something that is used for professional matters or job hunting’. There is a good chance Emma’s experience has been echoed by thousands of graduates across the UK.

Facebook has its limitations. It does not allow users to tailor what job alerts they receive in the same way as, say, email alerts from a recruiter. Users can specify that they want to receive information about ‘Sales jobs in Hull’, and only those relevant will appear in their inbox. Facebook cannot be manipulated in the same way at this point, leading to potential problems. It seems that recruiters may have realised this and are using Facebook in alternative ways. Some are using it to post tips on the likes of writing a CV or how to prepare for an interview. This is the sort of information a job seeker would be interested in and it helps build a relationship between the recruiter and the potential applicant. One well known job website used the idea ’12 days of how to get a graduate job’ on their Facebook page on the lead up to Christmas.


Twitter offers up a whole new set of challenges. Posts from recruiters can be lost in a busy twitterfeed, yet users would generally be more accepting towards multiple posts of the same job and posts of less specific interest. Twitter also offers up new opportunities to be creative. By aiming tweets ‘@’ specific people/organisations, job hunters can get themselves directly in front of their desired audience. A friend of mine recently secured himself an internship at BAFTA by creating a video of himself showcasing his video editing skills and tweeting it directly to the HR team at BAFTA. The video CV seems to be a growing trend, as discussed in a PPS Blog post from August 2011.

LinkedIn is perhaps better known for being used by both recruiters and job hunters. However it is currently better populated by slightly older demographics and is still to truly take off in the graduate community.

The Future

The ‘return on investment’ question is still unclear on using social media at this early stage, but evidence certainly seems to suggest that Social Media is offering new and interesting channels that will continue to be more and more a part of recruiters’ plans as we move into the future – both for graduates and the wider job seeking community.

What do you think? Should social media be a recruiting priority, does it depend on the platform, or is it down to how it is being used? Let us know your thoughts.

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Candidate #1: Social Media – why should you use it to market your business?

Tuesday, February 28th, 2012
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Editor’s note: The following post was submitted as part of our recruitment process for our new Graduate Marketing Assistant. With freedom over subject, style and length, it was up to our candidates to present their thoughts in a way that embodied the PPS blog whilst giving us an insight into their marketing genius. This by no means is the deciding factor, but if you like what you read, comment and share – you would be helping a great candidate out! So without further ado, here’s Candidate #1′s offering:

Social Media – why should you use it to market your business?

With the phrases: ‘I’ll tweet you…I’ll facebook you’ becoming ever more popular than ‘I’ll call you’, the way we connect and – more poignantly – the way we think has been drastically changed due to the invention of social media.

From the 8 year old technological whizz to the 80 year old Facebook addict, social networking and social media is a worldwide ageless phenomenon. It brings together a world of 196 countries and it does this in the blink of a winky-faced emoticon.

But how can social media help market your business? And why should it be so important?

This can be broadly sectioned into three conveniently alliterated words: image, impact and investment.

Image: Your company’s image is of huge importance to both existing and prospective customers. A company that embraces new media will give it a technological presence; it will be seen as state-of-the-art, intuitive and modern. A good website and a clean, updated Facebook/Twitter account will streamline your brand’s message, creating a consistently professional image online.

Using social media will also increase a company’s trustworthiness. A company that can interact and ‘chat’ with its customers on a friendly basis is a company that people can rely upon.

Impact: A company’s impact can be dramatically improved with the use of social media. Even the smallest of businesses can become a worldwide name through effective online marketing.

An example of this is the frustratingly addictive iPhone game, Angry Birds.

In May 2011, Angry Birds (and T-Mobile) created a life-size version of the iPhone game in Barcelona.  Pedestrians were able to play the game on a smart phone and watch the action in real life.

But more impressively, this stunt proved bigger than Barcelona when a video of the event became a viral hit. Social media made a stunt that happened in Spain become a world-wide talking point – just through an upload of a video. No costly television advertisement necessary.

Another aspect of ‘impact’ is the value of customer responses. If your business brings out a new product or has a new idea, social media can provide a free marketing research platform in which customers can interact and discuss your plans, thus measure the impact of your plans from the feedback of real customers.

Social media marketing allows you to discover your customers’ preferences so that any actions can be based on what your customers want. By asking their opinions, you build up your public image through interaction and by knowing their preferences, it is far easier for you to enhance your products and plan your marketing campaigns effectively.

Investment: Social media can take up your company’s valuable resources. But the perks of social media show that it is a worthwhile investment for your company.

What do you have to invest?

Social media is not a one-trick pony; you cannot leave a page once it has been set up to fall into the depths of the neglected internet. Social media needs resources in the form of people power.

Ideally, your social media accounts should be updated at least once a week. Customers should not feel inundated with updates as this may force them to remove you from their feeds. However, a continuous presence is important to keep customer focus.

Financially, social media is free, however you may want to invest in improving the look of your site through liaising with IT Services. Facebook can be used as a blank canvas for companies. You can now create anything from buttons to interactive games which all help to further increase your brand’s technological image as well as create a consistent brand ethos between social media and your business’s website.

Although one may consider the artsy stuff not necessary, it is always worth investing in the aesthetics of your social media.

So, what is the verdict?

Social media is a growingly important marketing tool for companies. If used effectively, businesses can gain copious amounts from its usage.  Social media marketing can be used to increase customer feedback, revenue and the image of even the most discreet of businesses.

The question is: why would you not use social media to market your business?

What are your thoughts? Do you think that social media has a place in marketing? Comment and share!

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The future of recruitment?

Wednesday, December 14th, 2011
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The world of recruitment is ever-changing. With tough times in today’s employment market, job-seekers and employers are often both on the hunt for the ‘perfect fit’ for many months. With employers beginning to introduce alternative and innovative ways to recruit future leaders into their businesses, what does the future of recruitment look like for those seeking employment?

One recent trend is the video resume. Job applicants are choosing to record themselves discussing their qualifications and sending their video to employers instead of or as a compliment to a traditional paper resume.  Recording a video resume allows you make a human connection with a hiring manager before you have even been invited in for an interview. 

And in today’s tough job market, adding a personal touch to your skills and capabilities is an important way of distinguishing yourself from the competition. Businesses are also tapping into this new venture. A company called ‘Meet the Real ME’ is looking to put 28 video booths into 28 UK Universities for students to make their videos for employers. The video resume however, may not work as well for some professional services such as accountancy or banking as it would for creative industries such as marketing or web design. Consequently, there may still be a few years before it becomes a regular part of the recruitment process.

Twitter and Facebook are becoming more and more popular outlets to engage with your potential future employer. For candidates in the selection processes for companies such as Halfords or Reckitt Benckiser can receive updates and tips on how their graduate programmes are progressing.

It is not only the sourcing aspect of the recruitment process that is undergoing a change. One of our clients is just about to embark on a campaign for 27 graduates and as part of the process on their assessment day they will be asking candidates to do a short 3 minute recorded presentation on themselves as to why they are the best person for the job. The presentations will then be watched by all the assessors on the day as part of the selection process.

So the recruitment world is changing and gathering momentum, it’s becoming more interactive, there’s a greater focus on the ‘social’ side of a recruitment process. So when applying for jobs, take a moment to consider the changes in the world of recruitment. How can you use these changes to your advantage? How can you make your application stand out? How can you make the most of the information available?

By Bernie Doody, Key Accounts Director at PPS.

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Graduate Recruitment – Bright Futures, an alternative to career fairs?

Friday, March 4th, 2011
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As an employer, careers fairs have their benefits and weaknesses. They are a great and personable way to increase the awareness of your company on campus; however with some universities charging over £450 per stand per day and the added cost of sending your staff to man the stand, it can be a lot of resource to raise awareness at only one university.

Are there other ways of increasing awareness which cost less, use less of the company’s work force and are a little more inventive? Yet still maintain on campus face-to-face presence?

Whilst at University I was part of a society called Bright Futures ( Bright Futures is a national student organisation which brings together the top students with the top employers, in 38 universities across the UK including Warwick, UCL and St Andrews.

From a student perspective

Whilst studying at the University of Birmingham I was part of their Bright Futures society, helping to market events within the business school. From a student perspective I found Bright Futures invaluable. It gave the society team and driven society members access to workshops which were either on campus for a few hours in the evening or online in ‘webinar’ format, run by top companies such as Deloitte and Unilever.

The workshops would cover a range of topics from ‘how to give a good interview’, ‘what to expect at an assessment centre’ all the way to ‘dragons den’ product innovation tasks. It was a chance for students to develop their skills whilst also having a chance to ask plenty of questions about the company giving the workshop. The events would usually include a presentation about the company, the opportunities they have and the type of candidates they were after too. If it wasn’t a company I’d previously been interested in working for, it usually was by the end of the workshop!

From an employer perspective

Bright Futures offers a unique way for companies recruiting graduates to advertise themselves on campus compared to careers fairs. The events Bright Futures run are usually a few hours on weekday evenings, meaning one or two of your staff could spend one evening on campus rather than a whole day. Like a career fair it will all be arranged for you, your staff just need to turn up at the allocated time with the material they want to cover with the students.

Through Bright Futures, companies have access to a focussed group of students, the reason most students join Bright Futures is because they want a bright future, and are going to do everything they can to get there. Companies have the student’s undivided attention for a few hours rather than a few minutes as they pass from stall to stall, as is common at most career fairs. Also as most events are advertised by the Society to members and non-members before the event, it means extra advertising for your company.

As the events are usually based around developing the student’s skills, it contributes towards your company’s corporate responsibility too, sharing your knowledge with the students which will not only help them with any applications they make to your company but any company.

Overall, I feel Bright Futures is a great way of exposing companies to driven students within top universities.

Written by Loretta Snape, an invaluable Industrial Placement student at PPS.

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