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.