With every new generation comes new skills, advanced technology, varied ways of communicating, and countless other useful tools. Recruiting young talent should be an exciting process for companies to invite a fresh perspective to any work environment. Place your company at the forefront of ambitious talents’ job hunt at the dawn of their careers. Here are some proven ways to become a preferred employer among recent college graduates and other young professionals.
- Choose universities and programs that cater to your company.
Research the degree programs each school offers and the curriculum associated with each major. Most schools publicly publish a semester-by-semester outline of required courses each student must take. In addition to university rankings, you can review degree-specific rankings as well. For example, the Bauer School of Business at the University of Houston is ranked 85 among other MBA degrees in the United States. The IPEDS database is home to national statistics and data about degree level, major, student demographics, and factors your company should consider.
- Motivate your on-site recruiting staff.
It may be challenging for recruiters to stand out at college campuses or convention centers. On-site recruiting is an appealing opportunity for companies to personally connect with job seekers offline—it’s somewhat difficult for potential applicants to get a feel for the company culture on Indeed.com. Make sure your team puts effort into the presentation as well as how they present themselves. Answer all questions in person enthusiastically. We know they can check out the company website, but that’s not the point! Recruiters are ambassadors of the company’s cultures and values. At the very least, all companies want to come off as welcoming and friendly, so choose reps that motivate and excite young job seekers. Word of mouth is still one of the strongest marketing tools today, and just imagine how quickly ideas about your company could spread across a college campus!
- Show up with a realistic and respectful offer.
In 2018, a major Millennial outcry is the issue concerning some companies’ expectations of entry-level employees and offers that make them question if those internships and years of college were even worth it. Make applicants feel appreciated with an offer that compensates them respectfully for their experience and motivates them to bring their best to your company. With the thousands of dollars of student debt young professionals are accumulating, don’t expect future employees to compete for ten dollars per hour. Young professionals have a lot to offer, and they still have bills to pay—doing it “for the experience” isn’t an enticing incentive post-graduation. According to the NACE, the average hourly wage for interns in 2018 is $18.73.
- Measure and compare your results.
All company goals should be measurable. When it comes to recruiting, fine-tuning the hiring process is an ongoing task for all companies. Keep track of the caliber of employees you retain in relation to your initial offers and competing company salaries. If you’re losing your best talent, you can also compare your recruiting process against others with NACE’s benchmarks survey. Once you have identified the pain points, adjust accordingly.
Recruiting college graduates and young professionals is a dynamic process that companies and applicants should both look forward to. Staying excited about the process will attract job seekers with similar values, goals, and interests your workforce shares, making recruitment a seamless transition for both the company and the new employee. Expedite the process with a one-click background check from KRESS today.