Challenges and objective
- In early 2010, Schibsted wanted to optimize efforts and investments finding top talent to their management trainee programme
- They had a hard time finding great talent and measuring the results and outcomes of the traditional efforts in finding students, e.g. career-fairs.
- Got a lot of applications to their highly respected management trainee programme which took a lot of time and efforts processing, while at the same time didn’t feel that the quality of the candidates were good enough.
Solution implemented
Developed a more strategic point-of-view regarding their attraction and selection process targeting top talent.
- Attends a yearly Nova Summit since 2010 where they have been meeting pre-qualified students based on their preferences. They use a workshop format where they get to test and to know the personal side of the students.
- Launches a targeted marketing/ employer branding campaign to a pre-matched talent audience within the Nova network
- Hosts one exclusive event yearly where 15-20 pre-matched university Novas are invited for a very informal round-tour of the office and also an opportunity for Schibsted to, on a personal level, inform about their Management Trainee Programme
Results
Re-branding of their trainee program from good to top-talent
- +60% Trainees are Novas since 2011
- ~40% Time and cost reduction in finding trainees
