Webinar Recap: Developing a Year-Round Attraction Strategy

If you missed our recent webinar on building a year-round attraction strategy, don’t worry! Hosted by Aron Chantelau from Talent Solutions alongside Lou Zoanetti from Brightworks and Clancy Meaney from Prosple, the session featured insights from both New Zealand and Australia. Special guests Kate Coley from the University of Auckland and Caleb Jasmat from Contact Energy also shared their expertise.

The Case for Year-Round Attraction:

Aron kicked off by discussing the importance of maintaining student engagement throughout the year, not just during the typical four-week campus recruitment window. With students on campus for at least three years and beginning their job search at various stages, a short, concentrated effort can miss a significant portion of potential candidates. Data shows that while Australian students often start looking for jobs earlier than their New Zealand counterparts, there’s no single time students begin their search, underscoring the need for consistent brand visibility.

He also highlighted that a year-round approach helps employers avoid getting lost during peak periods, allowing for stronger brand engagement and loyalty through a sustained presence. By leveraging social media and maintaining a visible digital presence, employers can stay connected with students and build relationships, especially with those looking for internships from as early as their second year.

Internships Are Key:

Lou Zoanetti emphasised the critical role internships play in shaping students’ career pathways, providing them with invaluable real-world experience. Internships also give employers a competitive edge, allowing them to engage with talent before their competitors.

With two-thirds of the New Zealand market and 82% of the Australian market either having undertaken or intending to undertake internships, these programmes are a crucial part of the attraction strategy. Lou encouraged employers to build relationships from as early as a student's first or second year and experiment with different internship models, whether summer, virtual, or 'winternships' (mid-year internships). She stressed the importance of ambassadorship, as students often spread the word about positive experiences, creating organic brand advocacy through peer recommendations.

Furthermore, Lou explained how having a well-designed internship programme helps convert interns into future graduate hires, with data from the NZAGE Graduate Survey showing that 88% of employed graduates had undertaken internships during their studies. The message was clear: if you’re not offering internships, someone else is, and if you are, consider whether your programme is extensive enough to meet growing demand.

Bringing Your Brand to Life Through Digital Activation:

Clancy Meaney delved into how digital activation can amplify an organisation’s employer brand across various touchpoints. With increased interaction needed to build a meaningful connection, Clancy discussed strategies for using digital platforms effectively to engage students and keep them connected to your brand throughout their academic journey.

Challenges & Opportunities:

Caleb Jasmat from Contact Energy shared practical insights into how a year-round attraction strategy can address complex challenges such as limited brand visibility and the need for greater diversity in the workforce. By targeting key touchpoints and staying consistent in messaging, employers can stand out in competitive markets and build connections with students that align with their values and purpose.

You can watch the full recording here.

As always, if you have any questions you can contact the Talent Solutions team at: info@talentsolutions.co.nz