A few tips for employers about attracting new talent…
Create a version of an Apprenticeship/Co-op program (or, you can call it a multi-term internship). Begin eligibility as early as the Sophomore year, and have successful candidates return multiple summers/semesters. The training time quickly turns in to increased productivity. Students learn about your industry, their skill sets, and interests. If they don’t like the work…better to have an intern quit than a full-time permanent employee!
Create an entry-level rotational program if possible. These are very appealing because college grads are Learners. Learning about multiple areas of your organization can fend off boredom (they are no longer taking 3-5 different classes at once), and not only educate on your business, but stimulate the learning-brain. Can you place the graduate in the department of their preference at the conclusion of the rotation? If you have flexibility, the try-out period can be valuable, as you can see where the new hires’ true strengths and interests lie! If this isn’t possible, rotating through different departments helps develop understanding about how all the units fit together to contribute to the big picture!
When writing job descriptions for interns or full-time professional roles, tout the training and on-going professional development opportunities you provide. This generation of workers is reassured when they know that they will be trained in on their role, and they really appreciate continuous learning.
These are all ways to stand out in the large employer-crowd!
Whether you are hiring the tail end of the Millennial Generation (students that graduated by May 2018), or you are engaging Gen Z as interns (they entered college in fall 2015), the tips below may be useful.
The Spring 2018 meeting of the Minnesota Association of Colleges and Employers included one guest speaker who addressed the topic of on-boarding new college grads. Below are highlights from Jeff Butler‘s talk.
A. Millennials are known to ‘delay adulthood’ – they get drivers’ licenses later, experience first jobs later, live at home longer, get married and purchase houses later in life than previous generations. This demonstrates a reticence for long-term major commitments, so it should be no surprise to us when these young adults move around and change jobs frequently.
B. Young people live in a world where almost all information appears instantaneously, so it should be no surprise to us that they might be caught off guard when we tell them finding an internship/job may take a while. Patience may not be their greatest virtue.
This generation has been accused of being unrealistic about many things. To set expectations, maybe we need to be more clear and consistent in our messaging.
- Be clear about describing your workplace culture and the type of individual that thrives there.
- Instead of talking about how many years it takes to get promotions, describe the skills and knowledge required to move ahead to new roles.
If feedback is of interest to young adults, but negative feedback is scary, describe the first few months on the job as ‘probationary’ or a ‘trial period, ‘ and let them know they will be watched, reviewed and coached throughout. Normalize feedback in this way.
Two unique practices:
- IF you are recruiting for areas that are competitive and you are having challenges finding enough of or the right type of candidate – create a video of yourself (from your office computer webcam) talking to the candidate. Then, imbed this within an Email message you are sending with information about the role and your hiring process.
- IF you work in a high tech environment where incoming college grads may know more about the latest apps, technology, and social media than some staff, create reverse mentoring opportunities. The new hires get inspired and see this as a growth opportunity.
There you are, the latest suggestions about recruiting and on-boarding new college grads! All the best to you!
Here are some tips from Employers who are looking to hire students.
- It would be beneficial if you could get exposure to jobs or internships related to your major whilst in college. This will better enable you to look for the right type of jobs post-graduation.
- If an interview is scheduled and you are unable to attend, ensure that you communicate with the potential employer and let them know if you wish to reschedule or cancel the interview.
- If an organization offers internships, 49% prefer students to be in their junior year and 40% would accept applications from freshman or sophomores.
- You are encouraged to use your college career webpage because these employers who are trying to reach you. Visit the Career Development Center’s Job & Internship Listings frequently.
- It is important to research and know about the company before attending interview sessions.
- Read the position description and have several questions ready for the interviewer about the job role and company.
- Customize your resume based on the jobs you are applying for.
E.g. list “technical skills” on a resume when applying for a technical position.
You can attend one of our resume writing seminars hosted by the career development center or learn from our online resources to get help with drafting your resume.
- Employers expect you to research market rate salaries to get more realistic expectations about salary offers.
Source: Minnesota Job Outlook Survey 2016