3 strategies for delivering a better recruiting pitch to recent college grads
For HR leaders, there’s a lot of legwork that goes into the fine art of recruiting – the challenge is to dig through myriad resumes and uncover the one candidate with the best professional credentials that qualify him or her to work for your organization.
What’s interesting, though, is that sometimes your job is to recruit individuals who don’t have lengthy professional backgrounds and jam-packed resumes. Sometimes, you’re looking for your next employee by scouting kids who are fresh out of college. If someone is, say, 22 years old, they’re not likely to have a ton of work experience under their belt already. But that doesn’t change the task in front of you – you still want to find the best possible people and hire them.
According to the Society for Human Resource Management, there are a lot of employers currently struggling to find the best possible talent at the college ranks. Laura Ambrosio, public affairs and media relations intern for the organization, explained that this problem has sadly been growing with time.
“With the increased demand for college graduates, 14 percent of organizations are experiencing more difficulty recruiting college students compared to 2014,” Ambrosio stated. “Organizations face the most difficulty filling positions in science (36 percent), trades (30 percent), engineering (30 percent) and technology (29 percent).”
Certainly, part of the problem is a skills gap in America today – higher education is turning out people with science and engineering degrees fast enough for companies to hire them. But that’s not the only issue. In addition, you could make the case that employers need to sharpen their strategies and do a better job catering to young talent.
The following are three ideas that might help.
Partner with colleges to find talent
The best way to find talented young people is to go straight to the colleges and universities themselves and connect with people. Ideally, you’d be able to partner with professors and program directors who can point you in the direction of the kind of talent you’re looking for. By going directly to the source, you can position yourself much better to find the best candidates.
Offer the right benefits for young employees
One priority should be to offer the right benefits to attract young people who might not otherwise work for you. According to SHRM, money and career advancement are the two most important things for young people seeking jobs, both mentioned by 59 percent of poll respondents. Also notable factors are training (50 percent), meaningful work (44 percent), organizational culture (35 percent) and work/life balance (34 percent).
Provide the necessary training from day one
Young people can be smart, talented and driven to succeed, but chances are they have a glaring problem – they lack experience. They’ll need to learn a lot in order to keep up. Ambrosio noted that 46 percent of today’s employers are offering training programs for recent graduates with limited experience, hoping to bring them up to speed. This might be the right solution for your workplace.