Today’s Graduate Is Not Like Yesterday’s Graduate, And Here’s Why
Submitted by: Matthew Engelson, Account Manager, Athena Doyens LLC
While the job market is quite a challenging place for entry-level graduates seeking to begin their careers, the same can be true for those hiring.
That’s because there’s an overwhelming talent pool for every position these days, and employers must implement the most effective strategies for finding the most effective employees.
But unfortunately many do not.
For employers to remain competitive in today’s job market, the selection process must be tailored for the next generation as they graduate.
“Employers must remember that many graduates to the job markets these days tend to care more about social and flexible work environments than high salaries,” said Hariprasad Kalagara of SkillsAbound.com, a noted website which focuses entirely on assisting job seekers in identifying their true career goals and aspirations, then matching them with the right positions and employers.
Kalagara notes that staid employers utilizing staid and outdated interviewing techniques may find themselves with new employees who quickly become unhappy employees because the interview process did not give a fair representation of the company’s culture.
Thus, best practices for recruiting entry-level applicants must change in order to hire and develop the best people — workers who better fit the culture of your company because they saw your “true” company in the interview process.
For example, communicating culture informally — giving office tours as part of the interview, engaging and forming relationships with prospects while they are underclassmen, and showcasing flexibility — are important techniques to implement.
Ultimately, your recruitment approach must evolve from “expect a follow-up if you’re qualified,” to “let us show you what we are all about.”
Which means this . . . to reach top-performing Gen Y’s, don’t behave like the hiring managers we’ve seen who make these common mistakes:
They evaluate for past experience rather than potential and trainability.
College students don’t have a wealth of resume experience, so it is crucial to look at where they are headed as opposed to where they have been. When talking with students, keep your eyes open for those who are passionate, fit culturally with your company, and have a deep knowledge of their field.
They only offer a highly-structured internship program.
Often, “loosening” up the internship — making them less rigid — can give interns a better sense of the company, and vice versa. Strategic recruiting is also paramount. But also consider shadowing experiences, informational interviews, and informal professional development classes as highly effective entry-level recruitment methods. Contact professors and student organizations directly in order to set up speaking and presentation opportunities in the classroom and on campus. By avoiding the cumbersome interview and evaluation processes associated with structured internships, these tools are far cheaper, less resource-intensive, and more conducive to building relationships.
They don’t highlight (or even offer) flexible work arrangements.
Recent graduates entering the workforce tend to care more about social and flexible work environments than high salaries. Entice them with perks that matter to them, like extra vacation time, telecommuting options, and flexible scheduling.
The interview process is rigid, even when the company is informal.
Before you offer the job, keep in mind that a good interview should communicate company culture and benefits to the interviewee just as much as it qualifies the candidate. This can be as simple as showing the candidate around the office or introducing her to some potential coworkers. If your company has a youthful, tech-minded, or innovative vibe, try to convey that (but don’t fake it).
Avoid these mistakes, and managers will not only hire the highest potentials from the recent-graduates talent pool, but also start to understand how to more effectively manage, grow and cultivate them once they enter the workplace.
