Utilizing online and offline events and follow-up systems

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Event planning that effectively connects second-time new graduates with companies is an important element of recruitment branding. Learning from the case of KPMG Consulting, it is effective to hold events both online and offline. Online, it is possible to deliver the real voices of employees through casual participation formats such as "Wednesday Lunch Sessions". Meanwhile, offline events that promote deeper understanding, such as information sessions by department heads, are effective. By specifically conveying the appeal of the company and the content of the work through these events, second-time new graduates can be motivated to apply. The important thing is the follow-up system after the event. By carefully responding to participants' questions and providing information tailored to their individual needs, the success rate of the recruitment process will be increased.


3. Implementing branding for second-time new graduates and setting KPIs
To succeed in second-career new graduate recruitment branding, it is essential singapore whatsapp number data to have concrete implementation methods and to measure their effectiveness. Here, we will explain in detail how to present employment conditions and career plans that are tailored to the characteristics of second-career new graduates, how to promote post-employment training programs and retention measures, and how to set and use KPIs to measure the effectiveness of recruitment branding. By appropriately combining these elements, you will be able to build an effective second-career new graduate recruitment branding strategy.


3-1. Present employment conditions and career plans tailored to the characteristics of second-time new graduates
Presenting employment conditions and career plans tailored to the characteristics of second-time new graduates is essential for successful recruitment branding. For example, when recruiting for full-time administrative staff at Keio University, the university clearly expresses its welcoming attitude towards second-time new graduates and provides specific job content and starting salary examples. In this way, it is important to provide information that dispels second-time new graduates' anxieties and allows them to concretely imagine their future career paths. In addition, by promoting the implementation of job rotations according to experience and skills and the enrichment of young people's training programs, you can attract the interest of second-time new graduates who are highly motivated to grow. In addition, presenting employment conditions that emphasize work-life balance, such as flexible working styles and comprehensive welfare benefits, is also a point that is likely to resonate with second-time new graduates. When presenting a career plan, it is important to show a medium- to long-term growth vision as well as clarify short-term goal setting and evaluation systems. This makes it easier for second-time new graduates to envision their future, which leads to increased motivation to apply.