10 Secrets to Recruiting the Brightest Grads & Millennials
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Are you looking to hire the brightest recent grads & Millennials? We've got 10 tips for that!
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10 Secrets to Recruiting the Brightest Grads & Millennials
- 1. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor 10 Secrets to Recruiting the Brightest Grads and Millennials
- 2. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Webinar Tips for Attendees You can connect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar. All lines will be muted to avoid background noise. You can ask questions at any time by typing them into the Questions Pane.
- 3. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Featured Speaker Alicia Garibaldi Senior Content Marketing Manager & Author of Employer Branding For Dummies®, Glassdoor Special Edition Alicia.Garibaldi@Glassdoor.com @albagaribaldi
- 4. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Grads vs. Millennials
- 5. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor What Is a Grad? Any student who has graduated college within the past year
- 6. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor What Is a Millennial? Any individual born between 1980 and 1994
- 7. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Recent Grads and Millennials Are Flooding the Job Market of the US workforce will be made up of Millennials this year of the US workforce will be made up of Millennials by 2022
- 8. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Recent Grads and Millennials Are the Future By 2016, over 22M students will be enrolled in U.S. degree-granting institutions or universities
- 9. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor 10 Secrets to Recruiting the Brightest Grads and Millennials
- 10. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #1: Build Awareness at Career Fairs of Millennials say they hear about companies through friends or job boards
- 11. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #2: Recruit With Your Best of Millennials would rather make $40K a year at a job they love, than $100K a year at a job they think is boring
- 12. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #3: Build Brand Ambassadors of Glassdoor members are reading reviews when they have just started their job search and have not yet spoken with a company recruiter or hiring manager
- 13. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #4: Recognize Potential
- 14. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor On average, each corporate job opening attracts 250 resumes Of these candidates, four to six will be called for an interview and only one will be offered the job
- 15. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #5: Respond to Every Candidate
- 16. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor who experience a quick and effective brand response on social media are likely to recommend that brand to others, compared to just 19% of customers who do not receive a response of consumers
- 17. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #6: Promise More Than Swag of Millennials consider the most attractive perk to be growth opportunities Are you promoting your grads?
- 18. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #7: Waste No Time After one year, employers retain about 75% of their new college hires who have internship experience with any employer
- 19. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #8: Embrace Transparency in the Workplace of employees say new job realities differ from expectations set during the interview process
- 20. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #9: Sell the Work-Life Balance of Millennials look for a people and culture fit with employers The job itself matters, but isn’t enough to keep recent grads happy.
- 21. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor #10: Foster Career Development of Millennials left their last job due to lack of career growth Create an environment that inspires learning and development among grads.
- 22. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Trust New Grads When new grads feel trusted to do their job, they’re empowered to achieve higher results.
- 23. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Start with Intern Programs InternshipNew Hire? Interns first often lead to great new hires.
- 24. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
- 25. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor Delivering Measurable Results 2X 3X 30% the quality the influence lower cost-per-hire Customers across all industries use Glassdoor’s employer solutions to attract better-qualified candidates at a much lower cost-per-hire.
- 26. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
- 27. Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor
Notas do Editor
- A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Alison would be happy to answer them along the way.
- I wanted to open up first talking about the difference between a grad versus a millennial.
- Recent grads boast a bachelor’s degree and are typically between 22 and 27 years old. Gen Z –Born: 1995-2012 .. and this audience we’re seeing a different set of priorities. When we talk about training and growth as a priority for the millennial generation, we’re seeing a bigger focus on compensation for the upcoming graduate classes in the next few years due to the cost of living increasing.
- A term used by demographers to describe any individual born between 1980 and 1994. Millennials are known for their love of technology, ability to multi-task and their desire for instant gratification and recognition.
- Recent college graduates are flooding the job market. This year alone, 36% of the workforce in the United States will be made up of Millennials. By 2022, that number will rise to 46%. Sources: University of North Carolina, Kenan-Flagler Business School and the YEC Survey, 2012
- Simply put, recent grads are the future of every organization. To keep businesses healthy and thriving, it is now essential to recruit top talent out of this generational pool. By 2016, over 22M students will be enrolled in a U.S. degree-granting institution or university. The time is now to start planning on how you will attract and retain this audience. Source: National Center for Education Statistic Projections
- #1 – Building awareness around career fairs is critical to ensure success if you are investing the money to attract talent this way. I know Jennifer will talk about this in her section and interestingly enough, Millennials are saying they are hearing about you through friends and job boards. So if you are doing meet ups or career fairs, its super important to advertise to that audience when and where your initiatives are taking place. Get people talking about it! This is a great way to build awareness about your brand and get your name out there. It’s a great way to display your culture for millennials. One way to do this is through display ads that only appear to those within the age range or geographic area of what talent you are trying to recruit. Or utilizing the competition’s audience is a great way too! Target your advertising to the audience that you are trying to reach and build that word of mouth. This generation is tech savvy and they share and talk, so include these tactics in your plan.
- Grads are hard to impress. Leverage employees who are the best representation of your brand and your overall mission. Recent grads want to hear about much more than the job description—they want to understand the goal of the organization and the people behind it. If you are looking for a lot of recent grads for sales positions, make sure you have reviews covering what those positions are like to work in. Interview your star players and incorporate their qualities in your job description. Hire employees who are passionate and excited to share their time with young professionals. Remember, they’re interviewing you just as much as you’re interviewing them. This I talked about at the beginning, but this generation is less concerned about money and far more concerned with their happiness in the workplace. 64% of Millennials would rather make $40K a year at a job they love than $100K a year at a job they think is boring. *Source: The Columbus Dispatch, Study Conducted by the Intelligence Group, 2014 A great post to check out on our blog is “3 Perks You Didn’t Know Millennials Would Love”. (Hint hint: Food, Unlimited PTO, Healthcare)…Investing in perks may be the go to win this war for top talent! We also have great resources on Glassdoor that allow you to filter who is declining your job offers and see what to revise in your strategy.
- Every employee represents your brand and is a potential brand ambassador. Encourage your employees to post reviews on Glassdoor, upload photos and interact with potential candidates. Lean on them to promote your brand for you! Remind your recruiters that interviews are a two-way street. Recent grads may be frantic to impress prospective employers, but employers must also convince grads that their organization is the best place for them to launch their career. Utilize photos and videos on social media and your Glassdoor profile to showcase an inside look at your culture, your people and your office. 46% of Glassdoor members are reading reviews when they have just started tehir job search and have not yet spoken with a company recruiter or hiring manager and 69% of candidates say their perception of a company improves when they see them respond to a review. Include responding to reviews as part of your employee engagement strategy and when responding realize that you aren’t just responding to that employee and reinforcing their loyalty to your organization, but your also writing that response for thousands of candidates that you will be influencing as well. *Source: Glassdoor Member Survey, September 2013
- At 22 years old, grads don’t have it all figured out (as much as they think they do). Limiting your candidate pool by specific requisites, such as major or GPA, will prevent you from finding top talent. Previous internship experience does not mean an individual is married to that specific career path. Be open to training a grad who exhibits an outstanding work ethic and phenomenal potential. These recent grads are often more valuable than students that boast unbeatable GPAs and certain work-related experiences – because of adaptability and eagerness to learn. I just recently read a blog post about how among gifted children, only a handful have very high professional achievement. Lewis Terman, a professor at Stanford followed a sample size of children with high IQ’s and was surprised by the results. The study demonstrated that exceptional skills were not enough to predict high performance. Google came to this same conclusion. Strong work ethic and dependability are much more important to interview for. Also, openness to experience. People who are curious and willing to take on any project or task no matter how big or small is far more important. So personality fit and recognizing potential is far more key then limiting the job role to a certain GPA requirement.
- *Source: ERE Survey, 2013 Having a targeted approach for job ads and awareness campaigns is critical to helping you find that needle in a haystack! We always hear from our customers that since candidates are educated on the company and role before they apply that they are far more qualified, engaged and likely to accept the job offer. Moving away from post and pray and getting more strategic can help you with your search. Also, having a criteria of qualities to screen for will save you time as well.
- As recent grads scour their networks for potential connections and opportunities, don’t forget how it felt when you started out. Responding to all candidate applications ensures positive sentiments about your organization, even if you are unable to advance candidates any further in your hiring process. Remember this is a generation that is technical and talks to eachother. Even if one person wasn’t the right person, they may have a friend that is and that first impression is your employer brand and how it’s coming across. Be sure to read reviews and interview reviews to refine your strategy and flag any areas for improvement.
- Responding to candidates is a simple task that pays dividends. *Source: NM Incite’s State of Social Customer Service, December 2012
- Benefits don’t have to break the bank. Try “free” options such as unlimited PTO, flexible hours or company-wide huddles. Create an environment that encourages both personal and professional success. Swag may get grads’ attention and be part of your awareness strategy, but don’t expect them to be sold so easily. Grads want the full package. They want a product or service they can stand behind and a culture they connect with. *Source: Glassdoor Survey, 2013
- If you find an impressive candidate, don’t wait too long to get them into the office. A lengthy hiring process signals inefficiency in the organization and a red flag in the mind of a recent grad. Communicate that you are eager for new hires to hit the ground running. Remember that recent grads are juggling numerous activities in their daily lives. An unpredictable hiring process is a no-go. Don’t lead on candidates for months. Be decisive. Don’t waste your time recruiting them and risk losing them to competition. *Source: NACE Survey, 2013
- Be honest about a position’s shortcomings and challenges from the get-go. Encourage grads to check your Glassdoor reviews and to ask questions accordingly. Have multiple team members interview a candidate: grads get a better understanding of the work, and employees can make a group decision about whether the grad is the right fit. Don’t beat around the bush or over-embellish an entry-level position. Be forthcoming in your job descriptions, mission and culture. Embracing transparency will allow your organization to recruit grads who will be successful in their new roles. *Source: Glassdoor Survey, 2013 This is a generation that tends to job hop frequently. Ninety-one percent of Millennials (born between 1977-1997) expect to stay in a job for less than three years, according to the Future Workplace “Multiple Generations @ Work” survey of 1,189 employees and 150 managers. That means they would have 15-20 jobs over the course of their working lives! Ensure you set them up for success by being upfront and transparent about the job role and what that entails.
- Recruit grads that have done their homework researching your company and brand. These are the individuals who not only want the job, but also want to be a part of your company culture for years to come. A great reputation or an impressive job title will only go so far. Attract and retain recent grads by building a life for them, not just selling them on a job description. Recent grads are eager to find a job that supports work/life balance and an organization that gives them a sense of community.
- Grads may have an idea of what they want, but for many choosing a career path is daunting. Allow grads to explore other departments and to work with individuals across multiple disciplines. Grads may change jobs, but that doesn’t mean they have to change companies. While Millennials may be job hoppers, don’t believe they don’t want to find a permanent home. Highlight training and development programs, and encourage grads to find work they are truly passionate about. *Source: Glassdoor Survey, 2013 Now I’d like to hand it over to Jennifer at Box to talk about their story and strategy for recruiting the best and brightest grads and millennials! Jennifer?
- We've really placed a lot of trust in our new grads and I think that has proven to work. We'll give them projects and let them work on things that they've never done. We help guide them but give them the ability to run with things on their own. Examples: Myself, had never done college recruiting but my VP said “just make good decisions” when I asked about budget On my own team, we have folks get on the phones pretty quickly Customer Success Managers – we’ll have them help out with bigger accounts Giving them more opportunity is great for you and the new grad Also great to see who can take on the responsibility Intern survey at the end of summer – they said they felt like a full-time member of the team.
- We've placed a lot of emphasis in our engineering internship program. It proved to be a great way to hire new grads was to have them as interns first. They have great experiences as interns and want to come back! Example: First year we did heavy new grad college recruiting, we had a really heavyweight interview process. Took up so much time and money. We did a lot of research and saw that students were much more likely to convert full-time if they had interned at the company. We shifted gears next year and put a huge emphasis in hiring a large intern class. We had a 75% conversion rate from the offers extended to that intern class. Fail: Box value – take risks, fail fast. When we were smaller, we were able to convert all non technical interns. Same assumption was made 2 summers ago. Conversions for all were not the case. Definitely took those learnings to heart because it was rough for those interns to think they had an opportunity at a full-time role when they did not. Lesson – fully scope out your intern program if you’re going to put emphasis there. It doesn’t just stop with them as an intern.
- Box for instance, competes with companies like Google and Microsoft for talent with brand exposure among Millennials being a primary objective and increasing traffic from this audience against the competition. Before utilizing Glassdoor analytics, Box had minimal tracking abilities and no insight into competitors and nothing to compare themselves to. Working with Glassdoor, Box improved its company profile and launched marketing campaigns targeting candidates between 18 and 34. Within 30 days, traffic on Box’s Glassdoor profile increased from 30K to 81K unique visitors – 84% of which were Millennials. Seeing which candidates are coming to your page versus the demographics of candidates going to your competitor pages can help you refine your recruitment strategy to reach your target audience.
- Our 1300+ customers are seeing 2X better applicant quality, 30% lower cost-per-hire, and 3 times the influence over candidate decisions.