The Students and Graduates Recruitment Strategy to the Get Experts Company

This paper describes the process of developing a strategy for attracting students and graduates to the recruitment company Get Experts LLC. The object of the work is the Get Experts company, which operates in the Hr consulting market and provides recruitment services to legal entities. The subject of the study is the process of attracting staff. The following tasks are being solved as part of the work: 1. To explore the theoretical aspects of attracting young professionals. 2. To study the stages, tools, and specifics of attracting young professionals. 3. Familiarize yourself with the current strategy for attracting young employees to Get Experts. 4. Identify the advantages and disadvantages of current methods, channels and tools for attracting young professionals to the company. 5. To study the best practices for attracting young professionals. 6. Develop recommendations for attracting young professionals to the Get Experts company. 7. Combine all recommendations into a strategy for attracting young employees and identify the stages of implementation. The paper describes the specifics of attracting staff, namely methods, stages, channels and sources, special attention is paid to the peculiarities of attracting young employees. After reviewing the literature from scientific sources, the current situation in the Get Experts company for attracting young specialists is analyzed. To do this, the following methods will be used: identification of current practices for attracting students and graduates, analysis of their effectiveness for the company. To determine the strengths and weaknesses of current measures to attract young professionals, an internal survey was conducted in the company among employees who joined the company as students or graduates. In order to identify the most effective ways to attract young professionals, a comparative analysis was conducted among companies that occupy leading positions in the ranking of employers. An external survey was also conducted among senior students and graduates of leading universities in Moscow to determine the most important factors when choosing an employer, as well as the most popular channels for finding a future job for this audience. Based on the work done, recommendations are provided, which include a schedule of events, an implementation plan and performance forecasts. It is assumed that the company will be able to implement the recommendations in its current recruitment activities with additional costs, which are described in the budget.