PREPARING FRESH TALENT TO MEET THE CHALLENGES OF THE JOB MARKET (GAME PLAN FOR FRESH GRADUATES) & RECRUITMENT DRIVE.

Expected Output and Benefits

Employers

I. Employers will be given a one time chance to recruit fresh graduates from all universities who will have posted their CVs to Temping's Online database for free. Any employer is free to recruit on the final day or any day after the Job fair.

II. Employers will count on Temping Uganda Ltd reservoir for any future staffing needs.

III. Employers will sell their Human resource policies, profiles and services to the candidates in away of attracting fresh talent to their organizations or companies.

IV.  Employers will learn to offer multiple methods for candidates to apply for positions, i.e. the facility to accept a CV as well as an online application or profile for those 'passive' candidates who do not have an up to date CV.

V. Employers will learn to respond to candidates like customers - who knows, one day they may actually be customers!

VI.  Employers will tell candidates how they'll help them with their career growth!

VII.  Employers will learn to develop corporate recruitment practices

Employees/Fresh Graduates

I. Fresh graduates will be able to cope up with the challenging job search process.

II. Fresh graduates will be able to write standard resumes so that good candidates don't miss out on any employment opportunity that falls.

III. Fresh graduates will be able to present them selves professionally for interviews.

IV. Fresh graduates will be given strategies for getting jobs easily.

V. They will be able to influence and persuade others by developing effective communication skills.

VI. They will be able to build a positive self-image and become more professional.

VII.They will be able to set goals and take steps to build a successful career.

VIII.  Fresh graduates will get to meet their prospective employers and some will be scheduled for interviews and eventually get JOBS .

IX.  Fresh graduates will be sensitized on pertinent issues that concern the work place e.g Social security, occupational hazards, taxes etc.

To Stakeholders

 I. Inform Policymakers — Expose local policymakers to objective, nonpartisan and research-based information on current labour issues.

II. Foster a labour Perspective in Policymaking — Encourage policymakers to consider labour well-being when making policy and program decisions.

III. Improve Communication — Facilitate communication of policy options among local policymakers, community-based organizations, and Human Resource professionals.

IV. Promote Continuity — Provide a forum for continuing discussion and action regarding labour issues.