Honesty is the best policy
Though this may not be an issue for companies who have a high turnover rate, the biggest negative factor of dishonesty is that the younger generation will express their experiences online! Before you know it, you’ll have a negative review on Glassdoor and every other social platform, which could jeopardise your chances of attracting candidates in mutual networks.
The best thing to do is to be honest about all aspects of a role and company from the offset- Gen Y will really appreciate it and respect your offering more!
Grow your network with universities
From career events and leading industry talks, to potential sponsorship opportunities, you can be as creative as you like to get your name publicised all over their marketing material, while supporting a local educational hub. Furthermore, having an official, visible partnership with a dependable institution will make you stand out and increase your credibility…. Ultimately, you’ll be perceived as the company everyone wants to work for!
Move with technology
On the topic of remaining contemporary, many companies are missing out on talent by pushing traditional recruitment methods- read here to find out more. As online communication channels are the norm for the younger generation, it’s the most proactive and efficient way to build up a professional relationship, therefore adding it into your recruitment process is a must.
Additionally, as technological advancements are highly desired by IT graduates, utilising the latest software/resources within your company while also offering additional accreditations for employees will make you stand out – It’s a strategy that’s in the best interest for both parties.
Share employee testimonials
There’s nothing better than having real testimonials to support your strengths!
Click here to see a recent study on what millennials want out of a job, and how career progression and goal driven workplaces are in high demand!
Offer work experience opportunities for freshers
Though this is a strategy that will require greater investment, there are many long-term benefits linked to it. By encouraging and supporting students throughout their studies, there’s great potential for full-time graduate roles to develop. Not only will this benefit graduates by providing them with hands-on experience, it will also provide you with a group of employees who know the ins and outs of your company. Likewise, you will personally know them, their strengths and weaknesses.
Shout your employer branding from the rooftop
The hub can include informative and authentic content demonstrating your company perks, culture and active roles – This strategy can be a major game changer in the decision process as applicants are able to have a behind the scenes view of what its like to be a part of your team.
For example, a further highly demanded factor for graduates is the working environment – A staggering 21% of 21-24-year olds have or will turn down a role due to its office design…. therefore, if you have a quirky space, share it with them!
I promise this will do more good than harm!
Understandably, in-depth feedback can’t be provided to every single applicant, however, if a candidate has taken the time to attend an interview, providing comments should be courteous. This will show that you care about your candidate’s prospects and want to support their development in the industry, even if they aren’t right for your company.
This could really set you apart from the competition!
Adapt the whole application process
Imagine you’ve just finished writing your 9,000-odd word dissertation, and you’re craving to put your knowledge into practice. You’ve applied for job after job and receive little communication. A few weeks pass by and little progress has been made….
Just from reading the above, you can see why graduates get disheartened and lose interest in certain offerings. Therefore, it is a must for you to try and reduce the turnaround period, as the longer you leave it, the more likely it is that your competition will be selecting all the talent.
I’m not going to promise that by implementing all the above you’ll attract every single graduate, but by making some adaptions that will make them tick, you’ll have a significant chance of appealing to them, with the hope to convert into loyal employees.