Rare Recruitment - Specialists in Diversity, Graduate Recruitment and Social Mobility

"By collaborating with Rhea, we can deepen our understanding of candidates and make better, smarter decisions."

"Rare has established a social mobility measurement tool that is best suited for hiring graduate students and works closely with Rare every year to better understand the candidates and make better, smarter decisions."

Our support for candidates is tailored to the individual needs. We never feed our candidates without a spoon; we recommend that they think, solve problems, and independently pursue knowledge.

By working with Rhea, you can stand in front of a very impressive student who may not consider applying.

At Rare, I will meet impressive students who may not consider applying.

This is particularly important for recruitment. Students want to see, hear and feel what you are doing to build an inclusive and diverse culture to judge whether they can become their true self at work. They want to interact not only with recent graduates and recruiters, but also with leaders from companies that are involved in their own life experiences. They want to hear stories from employees working together and learn about their workplace to understand the workplace and culture. However, with regard to diversity adoption or general recruitment, university recruiters rarely conform to video and live virtual events.

Developing diversity and finding diverse talent is one of the biggest challenges faced by today's organizations. How can your organization better connect, market and recruit with minority students and graduates? The answer is complex, but first of all, we will develop strategically planned internal and external recruitment strategies targeted within the organization. According to NACE, the two most common sources of recruitment of employers are black college and university history (HBCU) and Hispanic service agency (HSI). Establish a strategic partnership with schools that primarily serve ethnic ethnic groups, to promote diverse adoption and increase return on investment (ROI)

Special recruitment is necessary to achieve diverse diversity goals. The percentage of efforts to recruit women has increased from 22% to the current 37%. Similar efforts are in progress, such as graduate students and early professional scientists, mid-level scientists, scientists around the world. The diversity of the above educational background is impressive, but some background is still inadequate. For example, it is important to recruit members to study cultural evolution of non-human species, to facilitate their research and to be combined with human cultural evolutionary research. As another example, it is important to adopt members of the humanities science. Otherwise, they may not want to join the scientific community.