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Tips and Tricks for Hiring New Graduates for your Team

Savvy young graduates are moldable, ambitious and make great hires, but how do you find the best new grads for your company?

First, focus on why new grads should want to work for you. Develop your employer brand messaging and employee value propositions with recent graduates in mind.  What are you able to offer a candidate? How are you communicating your mission, vision and values?  Collegefeed found that over 70% of millennials care about the people and the culture fit of a company over career potential and work/life balance. Make sure you’re communicating what your culture is like through your corporate career page, job descriptions and social media. You can read all about that in our recent blog post on optimizing your career page.

After your employer brand has been established and you’ve established your messaging, it’s time to network with prospective candidates and soon to be new grads. Career fairs and university relationships are key to connecting with talented candidates. Even if you have a well known employer brand, being present at career fairs and on university campuses gives you chance to establish in-person relationships with professors, university relations staff and, of course, the talent.

While targeting students through social media and email marketing is an important strategy, word of mouth and in-person events hold their weight in gold. According to Collegefeed, most students hear about companies from their friends and family. You might even consider starting a referral program specific to universities and colleges to boost your recent graduate talent pools.

Another strategy for student recruitment? Internship programs. A well planned and executed program will attract and yield a viable new grad talent pool. While you’re providing a real-world working experience for a student, you’re also vetting them for a potential full time roll upon graduation.

From professor outreach to social media to internship programs, at ORS Partners we work with  our clients to achieve their new grad talent acquisition goals. For one of our niche technology clients, we developed a sourcing strategy that included relationship building with a local university. With the client’s support, we leveraged an existing relationship with an executive connected to the university program and developed a high successful student referral program. Our consultants had a presence at every career fair and networking event at the school and we hired over 5 students in one graduating class as a result. If you’re looking for additional guidance on attracting young professionals and new graduates to your team, please reach out to us here for a consultation.

ors partners, innovative talent solutions

Why I Chose a Career with ORS Partners: Emilie Keeler

Why I Chose a Career with ORS Partners: Leigha Anderson

Creating a Great Corporate Culture, Part 3: Management

“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.” – Theodore Roosevelt

Times are a-changing. The baby boomers that have populated the majority of the workforce for decades are slowly retiring and are being replaced by the millennial generation (those born between 1982 and 2004). According to research conducted by the University of North Carolina, millennials will make up nearly half (46%) of the work force by 2020.

With this major change in the workforce demographic, traditional business and leadership practices are becoming outdated. In their place, a whole new workplace dynamic is evolving—one of collectivism, one that is more socially conscious, and one that is more employee/people-centric than ever before. Candidates are entering the job market more eager to work for companies with a great work environment than one that is attractive because of its financial or economic status.

Because of this desire to find a company with a good work environment, there has been a major shift towards more transparency in businesses and in leadership. From Glassdoor reviews, to LinkedIn, to Crunchbase statistics, potential employees can paint a solid picture of what a certain company’s work environment is like before they even set foot in the office. Thus, it has now fallen on management teams to not only promote an authentic set of values, beliefs, and offerings that their company offers as an employer (their Employer Value Proposition) but to live them as well.

It is imperative that the management team looks both internally to determine what is of value to them, but it is more important that they conduct external research about what is meaningful to candidates. This is a display of self-awareness that shows management’s dedication to employees and their work environment.

In the changing business world, modern management is about having an inspired vision and surrounding yourself with the people who can help you achieve that vision. In order for management to attract the type of talent they need for that, they have to live and breathe the qualities that they want to see in the people who work with them. The millennial workforce puts a heavy emphasis on company culture, and that culture is born through the leadership of the organization.

In many instances, the culture of a company starts at the top and trickles downwards. Google’s incredible culture started with the revolutionary vision of a management team focused on hiring great people and making the work environment the best it could be. Apple’s visionary, Steve Jobs, didn’t keep any secrets when it came to his success; in fact, he attributed his success to one main secret.  He said, “The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.”

At the end of the day, a business is only as strong as its people and the team that leads them, so make sure that your leadership team is evolving with the times and that your organization is attracting the right talent to help achieve your goals. To learn more, visit our Talent Acquisition Consulting page, here.

Written by: Christopher Eberhardt, Summer Marketing Intern