As there are many new college graduates with varying skills and degrees every year, recruiters must tailor their recruitment and selection process to better equip our present generation of college graduates – while seeking new ways to hone in on the needs of future college graduates. As the job market is continuously enlarging with new graduates every year, it is vital to develop with the demands of this blossoming young workforce. Through strategic efforts, recruiters will hire top millennial talent, but also gain insight on how to manage and groom young employees after they have entered the workplace.
There are a plethora of resources that entail ways for young collegiate graduates to appeal to a recruiter’s eye, but very few that show recruiters what college graduates are seeking in an employer. This article is cultivated to display a few things from my very own experience during my internship and career search in my undergraduate career. While college graduates are on a quest to find that perfect opportunity they’ve been longing for, the process upon reaching that desired goal can be strenuous and even steer one into unfortunate dead ends. Although it is an expectation for students to be self-sufficient and persistent with their career searches, it is equally imperative for employers to keep in mind how much more troublesome the process can become when employers are not following best practice principles when recruiting.
Building your employer brand is crucial, but utilizing social media to provide insight on your company culture allows for young talent to align an organization more with his or her desires. Instead of just using conventional methods of advertising through a job posting, you can use social media to market your company as well as the job. Posting photos of employees while working, FAQ videos assessing employee work life, or even having employees create blog posts about day-to-day tasks are all ways to further market your company and the jobs provided while appealing to today’s millennial demographic. Employers can also attract college graduates by assessing a candidates interests with the benefits offered, doing so during interviews appeals to a candidate’s empathy and self-fulfillment.
Many organizations have internship programs for various departments and recruit from within. It is frustrating and frightening for an exceptionally hard working intern to find that concluding an internship, there are not any entry level opportunities to apply for. Utilize interns, develop them with your brand, and be prepared to offer or create opportunities post-graduation. Another issue that is saddening to discuss is recruiting before knowing your department budget in its entirety. It is understandable that department budget cuts can occur, but employers must do their due diligence and discontinue recruiting practices until budgets are finalized. It creates such hardship for college graduates and students when other offers are declined due to an offer being extended that later becomes revoked due to a budget cut. Save your organization from self-brand identity theft, sunken costs, and loss of time by solidifying your department budget.
For those candidates that do not have an abundance of experience, evaluate one’s train-ability and potential. Instead of looking at where a candidate it is, meet them half way and seek where they are heading. When one does not meet the work experience level you are looking for, assess other characteristics such as being on time, attitude, work ethic, preparedness, being teachable, body language, energy, and passion. My last point of advice for employers would be to not be afraid to relinquish a little to acquire a lot in the future. Although there is always a chance of turnover with young people and costs associated with such, take a chance because there are always some good that come with a risk. It is merely the nature of recruiting, for we never know how much positive impact one can make.