Building your brand in the student market

Increasing your brand awareness can be a long process, especially among a younger audience. Ask any young person, and they will have most likely heard of many of the UK’s large blue chip fashionable companies, so how do small to medium sized businesses increase their presence in this audience?

Social MediaGet online.

Young people spend so much of their time online- whether at school, university or work. It is crucial to have a strong online presence in order to popularise you brand among this audience. Optimise your website by making sure your SEO is updated and relevant. Run a PPC campaign to make sure you’re getting your name out there (while hopefully generating some ROI).

And, equally as important as your website, get on social media. It is one of the most effective (and cost effective) ways to promote you business and enhance the visability of your brand. Pick a platform, and use it well. Engage with your followers, promote competitions, discounts or vacancies, and highlight your brands personality through your posts and image style.

Top tip: ‘behind the scenes’ or ‘a day in the office’ posts are an engaging way to show potential candidates what it is like to work for your company.

 

 

Get offlineGet offline.

If you’re looking to hire school leavers, students or graduates, make the effort to personally visit them. Visit employability fairs, go on campus and spread the knowledge of your brand. Take to these events the opportunity to get hired, or to have an interview or CV clinic. Organise an internal event where students or graduates can spend a day in the office or on the worksite shadowing an employee. (A few freebies never hurt either!)

 

 

Get offlineGet creative.

Visual appearance of your brand is crucial in order to stimulate a positive reaction. Explore with display advertising, presenting your brand online or in print, on youth brands. If this is out of your budget, reap the rewards of social media advertising, in which you can set your own spending budget. In addition, the Youtube and Vine phenomena has made video content extremely popular, and offers companies another fantastic, cost effective, branding opportunity.

Top tip: Present information in an infographic. Transform company research into a captivating experience for your audience.

Building our student & graduate audience

Find out how Milkround attracts candidates from top universities, and maintains an exclusive, quality database.

First day on campus

First choice from the first day on campus

We engage with students from the start of their university life. We visit Fresher fairs across the country and provide on-going career support until after they have graduated. Our links with careers services ensure we are a trusted brand on campus.

 

Career Confidence survey

Milkround’s Student and Graduate Career Confidence survey and report

As well as running surveys and polls to provide snapshots of student and graduate views and job hunting trends we also produce an annual Student and Graduate Career Confidence Survey. Read our most recent report here.

 

A trusted network of on-campus student supporters

A trusted network of on-campus student supporters

At Milkround we have a network of brand ambassadors across the UK that work on our behalf, registering students to Milkround and pointing them in the direction of our career advice.

 

An exclusive, protected database of 500,000 usersAn exclusive, protected database of 500,000 users

We have built our database over a number of years and never sell to third parties, ensuring your jobs are sent to an exclusive database of engaged candidates, keen to be targeted by you.

 

Supporting students through their graduate job hunt

Supporting students through their graduate job hunt

We support students throughout their university life with targeted emails to help their studies. We have exclusive content to allow students and graduates to research their career options and find suitable internships or placements.

 

Building effective partnerships

Building effective partnerships

At Milkround we aim to build effective partnerships with other leading student websites, societies and services to increase our reach to students via trusted brands. This supports our mission of providing students and graduates with career confidence.

 

Building candidate relations throughout the yearBuilding candidate relations throughout the year

We maintain a high profile on campus, attending career fairs and campus days to meet students and graduates face-to-face, whilst promoting client vacancies and gaining feedback on our services.

Advertorial writing guidelines

Milkround has one vision, to build career confidence in students and graduates. As part of this it is important to ensure that all content written for our website is inspiring and full of knowledge for our readers..

Advertorial

Here are some top tips to make sure your article stands out and is appealing to our readers:

Be inspiring.

Inspiration is difficult to define, especially when communicating with hundreds of thousands of students and graduates across the country, as everyone is influenced by different factors.

In essence, being inspiring is filling someone with a feeling of positivity, and with this the urge for them to do something positive too.

Publish statistics and news stories. Either telling good news about the graduate recruitment market, or reporting on negative stories, but following them up with advice on how candidates can take this information and use it to their advantage. Alternatively, report on the achievements of students and graduates as an inspiration for others. Giving examples of real-life professionals and how they developed their careers is a great way of inspiring Milkround’s community.

Be knowledgeable.

The easiest way to boost the credibility of what you’re saying is to back everything up with some statistics. You could also use quotes from industry experts, current employers or respected figures, anything that reiterates the point you are trying to make with a level of evidence and authority.

Be Friendly.

Try to add charisma and personality to your writing without falling into the trap of being too ‘zany’ by having a conversational rather than formal tone.

Why does having a socially diverse workforce matter to your business?

The release of recent statistics in the press has pushed social mobility to the top of many employer’s agendas. Deliotte’s Fair Access to Work study in 2016 showed that students from less advantaged backgrounds earn an average of nearly 10% less than their more advantaged peers 6 months after graduating. By raising awareness of this inequality, we can hope to close this gap and make sure all students and graduates are given a level playing field when it comes to the world of work, regardless of their background.

  1. What does social mobility mean, and how does it currently look in the graduate market?

Socioeconomic backgrounds are difficult to pinpoint, but are usually characterised by post code lived in at the age of 14, free school meal eligibility, and parent professions. In 2016, only 10.3% of all UCAS applicants were made by those from most disadvantaged backgrounds, compared to 30% of those from the most advantaged.  Once students have completed university, there is a pay gap of around 10%. Employers are continuing to hire with the influence of unconscious bias, targeting their recruitment drives at elite universities and filtering out candidates who don’t meet high qualification brackets.

  1. Who is championing the change in social mobility?

Deloitte, Accenture, O2, Linklaters, KPMG, Barclays, EY, Baker & McKenzie, Grant Thornton, Teach First and the independent Bridge Group have committed to working with the government to create new national common measures which will help to boost social mobility in workplaces across the UK, in both private and public sectors.

  1. Why should bringing in a diverse workforce matter to me, and how can I tackle it?

There are a multitude of reasons why bringing in a diverse workforce can bring benefits to your business. It firstly widens your talent pool, giving you the chance to recruit potential rather than a tick box of grades and qualifications. Secondly, hiring people from different backgrounds will widen your skill set, bringing in fresh talent and other perspectives. It will also strengthen your employee engagement, opening doors for wider collaboration, development programmes and mentoring schemes.

There are several simpler changes you can make to your business to reduce the barriers for less advantaged candidates joining your organisation.

  • Banning unpaid internships will stop only graduates from privileged backgrounds gaining valuable work experience, opening the opportunity up to all candidates.
  • Look past grades and qualifications when filtering through your applications. Shift your focus towards their experiences and progression to understand where you can find potential.
  • Reimbursing interview travel costs, or hire locally. Less privileged candidates may be unable to attend interviews too far from their home due to high travel costs. Offering a reimbursement or targeting your recruitment drive locally can help to combat this barrier.

We are a long way away from abolishing all the barriers for graduates from disadvantaged backgrounds when entering the world of work. There are a lot of small steps many organisations can take to becoming a much more diverse and inclusive team, bringing with it a multitude of benefits to your company culture and collaboration. For more information on how you can reach out to students from all walks of life, simply get in touch.

 

 

 

 

 

Boost your campaign this February with our perfect pairs

With Valentine’s Day only around the corner, we’re feeling the love here at Milkround. This month we’ve coupled up some of our top products at a discounted rate to boost your recruitment campaign*:

1. Puppy Love 

Drive applications to your vacancies with 20% off a Social Media Boost & Keyword Sponsorship

£640

2. Facebook Official

Widen your reach with 20% off a Targeted Email to 10,000 candidates & Banner on our homepage

£1,560

3. Honeymoon

Build your brand with 25% off a one month Custom Job Advert & and sponsorship of your chosen sector

£1,650

4. Keep the Love Alive 

Engage with your target audience through our #MilkroundEngage Twitter Q&A and a HTML email sent to 10,000 candidates.

£2,660 – 30% off!

* T&C’s: Not eligible for current proposals. Must book in February to be eligible for discount. Ends midnight 28/2/17

 

Reach thousands of jobseekers with #MilkroundEngage

Enhance your brand in the student and graduate market by taking part in our LIVE Twitter Q&A.

Benefit from promotion before and after your #MilkroundEngage to our audience of over 640,000 students and graduates, and give top candidates the chance to find out more about working for you.

Reach over 20,000 Twitter accounts

Feature in our newsletter to 400,000 candidates

Your Q&A LIVE on Milkround for one year

CASE STUDIES

RETAIL BRAND
Accounts reached: 22,000
Tweet impressions: 580,000
Q&A engagement: 200 page views in the first week

LAW FIRM
Accounts reached: 28,000
Tweet impressions: 610,000
Q&A engagement: 250 page views in the first week

Drive quality, engaged candidates to your job listings by using #MilkroundEngage.

CLICK HERE
To see examples of #MilkroundEngage

To get involved, just contact us.

Perceptions of the employer assessment process – are you ahead of the game?

woman-hand-smartphone-desk

Has your method of assessing candidates been the same for years? Have you ever wondered if your methods of assessing influences a candidates impression of your business?

TMP Worldwide and Milkround are hosting an Insight Breakfast looking at the impact of employer assessment processes on quality of hire, diversity and inclusion and employer brand. We’ve conducted research with over 1,800 students to find out;

  • The impact of the assessment process on candidate perception of your employer brand
  • Candidate perceptions of different types of assessment processes
  • How self aware are candidates when it comes to key skills and do they really understand what employers are looking for
  • Designing assessment processes that help meet diversity and inclusion targets

 

THE DETAILS

Date:  1st November 2016

Time:  08.30am – 10.30 am

Venue:  Blue Fin, London, SE1 0TA

 

RSVP

To Elizabeth.Hunt@milkround.com by 14th October 2016.

Attract top students on Results Day 2016

Alevel results day, Lady Margarets school, Fulham. 18.8.11 LtoR Ruth Neligan, Anneke Hanegraaf, Laura Taylor and Isabel Fletcher celebrate their results.

Results day is a tense time of year for thousands of 18-year-olds who are waiting to receive their A Level grades.

It’s also the perfect time for employers to engage with an audience who may be looking for alternatives to university because 1) they have decided university isn’t for them or 2) they’re about to go through clearing.

Providing school leavers with an alternative option to university at a time when they are actively making career decisions will be very beneficial to your business- not only will you be attracting diverse talent, but the acknowledgment of your brand and opportunities will be grown in the market.

Milkround School Leavers is the perfect place to begin your Clearing Campaign. With over 86,000 school leavers in our community (and open to pursuing alternatives to university) our audience is ready and waiting to hear about your opportunities.

We’ve popped together some different package suggestions to accommodate all budgets and objectives- from direct engagement to brand building and widened outreach.

Simply get in touch using the form below to find out about how we can help you reach this audience during a critical time of their career decision journey.

 

You’re invited: Opportunities for Women in STEM

Join us on the 18th April to find out the results from our latest research project with SMRS: Opportunities for Women in Science, Technology, Engineering and Mathematics.

Our research, conducted with over 2,400 school leavers, students and graduates, delves into how candidates feel about their opportunities in the STEM industries. The research specifically focused on women and their perceptions of the sector. The results establish:

  • Gaps in school and employer influence
  • Key motivations for school leavers, students and graduates
  • Work related opportunities they received while studying
  • Barriers for those who chose not to pursue a STEM career

SMRS will also be talking through their employer branding research, compiled from a series of focus groups conducted with graduate employers in mind. The focus groups produced some fascinating insights on the best ways to engage female candidates in the STEM space.

The details
When?
18th April 2016
Where?
The News Building, 1 London Bridge Street, London, SE1 9GF
What time?
9.00am – 11.30am

Please RSVP to confirm your place at the event by 13th April 2016. To RSVP, email Elizabeth.hunt@milkround.com

Social Media in the Graduate Space: our last Insight Breakfast

On Monday, 15th January 2016, we held our latest Insight Breakfast with employer brand and marketing agency ThirtyThree.

Around 60 employers from a range of companies including Crowe Clark Whitehill, Baxterstorey, FDM, Sky and Siemens attended the mornings session to gain a better understanding of how graduates use and engage with social media.

Phillip Lane from ThirtyThree presented the research (as seen in the picture above), which was conducted with Milkround at the end of last year. We surveyed 750 graduates to see how they engage with different types of content on social media, to help recruiters understand the best way to interact with this audience.

Following this, video specialists Unruly hosted a session on how millennials use video, and tips on making viral video content.

For more information about our Insight Breakfasts, or if you would like to discuss running one with us, get in touch:

E: info@milkround.com

T: 020 3003 4000