What students want | TalentEgg Trends

Category: What students want (page 11 of 20)

6 Things Students Want From Your Company’s Talent Programs

With talent programs on the rise, employers are constantly looking for new ways to make their opportunities stand out to the best and the brightest students and grads.

These aspiring young professionals see talent programs as an opportunity to transition from school to work in a more controlled environment, which makes working with companies that offer them very attractive. However, there are certain elements that make certain talent programs more desirable to millennials over others.

1. A rotational feature

Students and grads know that in this day and age, it’s more valuable to have a wide range of skills, rather than just one or two specialized skills. Most fields demand flexibility from their candidates, so a rotational feature is the perfect setting for them to learn multiple roles within a single business.

Many students and grads say they love taking on different roles within a single business because it allows them to see how the different departments work together to create a fully functioning system. As an employer, offering to cross-train these individuals in different fields attracts them to your program, as well as helps them build an appreciation for your organization.

2. Feedback and recognition

It can be frustrating for a young student or grad to enter the professional working world without knowing if they’re doing a good job. After all, they most likely don’t have a point of reference to base their performances off of.

Feedback doesn’t always have to be given in a performance review. Casual engagements from management can do a lot for millennials. A simple “I like how you did this” or “why don’t you try this approach this time?” will help motivate and provide direction for their work. You will see better performance from your hire when they feel you are just as invested in their development as they are.

3. Mentorship

Consider setting up a mentorship program within your existing talent program if you haven’t already. When entering a new work environment, students and grads can feel hesitant to approach managers or co-workers with their problems if they don’t know who their questions are best suited for.

Something as simple as assigning each individual with an experienced professional at your work help students and grads feel like their questions and comments are welcome. Plus, they are looking for the chance to build connections during this experience, and a workplace mentor is a great place to start. As they build relationships within the company, and learn more about the business, you’ll have an easier time retaining your top talent for permanent positions. After all, millennials are very focused on finding a company where they fit in.

4. Courses and learning opportunities

Since every millennial is different, they have different preferences for how they gain new experiences. Class environments provide familiarity for students and grads making their transition from the school environment they’ve been raised in.

So why not offer a wide variety of learning opportunities to suit as many individuals as possible? Giving students and grads the opportunity to pursue different courses shows you’re willing to invest in their learning experiences. Plus, it’s a chance to create a unique and memorable experience by using new technology and workshop techniques to make it even more engaging. Having a unique selling point like this is sure to attract a wide pool of candidates to your talent programs, allowing you to select from the best of the best – and build them up to be even better!

5. Networking events

Students and grads don’t just wants workplace experience. They want to meet the best of the best in their field. Hosting networking events is a great way to have your talent come together in a more social environment.

Even something as simple as having your company’s management team meet the students and grads means a lot to an aspiring professional. Millennials who have had the opportunity to meet executives and top management from their organizations say that they felt the company really cared about their success within the program. This small gesture from a large company, which takes little effort and time to organize, can go a long way when it comes to putting your company in a positive light for your hires.

6. Community involvement

The millennial generation is all about making positive change. Their passions for social change and activism is reflected through their activity on social media and kickstarter programs, as well as their high involvement in community organizations.

Many students and grads say that workplace culture is highly important to them, and that they want the company they work for to reflect their values. Having company events to give back to the community not only creates a great social event for your talent, but also provides a solid selling point when they’re deciding whether or not to join your program. Plus, it’s great publicity for your company in general, so everyone wins!

Discussion: What is the most effective way to retain students and grads in your talent program?

The “Chatter Factor” Isn’t Everything: What Your Introverted Candidates Are Trying To Tell You

June 17, 2015 / Veronica Yao / 0 Comments

As a recruiter, you’re always looking for that “wow” factor in a candidate. The one who has that firm handshake, stylish yet professional outfit, and the ability to converse easily and confidently.

Depending on the position you’re looking to fill, the ability to be a smooth talker might not be necessary. If it isn’t, then why assess your candidate on those requirements?

It’s important to take time to listen to what your quieter candidates have to say. According to Susan Cain, authour of “Quiet: The Power of Introverts in a World That Can’t Stop Talking,” at least one-third of the population is introverted. That means at least one of every 3 candidates you assess are likely introverted.

Don’t leave this pool of talent untapped. While they might not be saying as many words, you should take some time to understand their message: “this is who I am, and this is what I can do for your company”.

“I have the primary skills you’re looking for”

While the gift of gab may be essential in a PR or consulting role, it is not so important when it comes to technical or independent positions. As long as your candidate is able to communicate effectively, and their personality meshes well with the team, that’s all that’s necessary.

However, it’s difficult to prove that you have technical or other hard skills in an interview. The most they can do is bring a portfolio showing their previous accomplishments. Consider creating a component of the recruitment process where your candidate has an opportunity to demonstrate their hard skills in a hands-on environment. It’s a lot more telling than having them describe their competencies.

“I can learn the skills I’m missing”

Most students and grads are looking for their first job to fill in the gaps in their skills. They’re highly aware that they may not be polished in a lot of areas. But they can pick it up easily if they’re exposed to the right work environment.

Of course, no student or grad will want to admit they are missing any skills right to a recruiter’s face. This is why it’s important to build rapport with your candidate before they sit in the interviewee’s chair. Converse with them over email, open the floor to any pre-interview questions they have, and humanize the relationship. Hopefully by the time they reach your office for a face-to-face chat, you can assess their true intentions and what they want to gain from working with your company.

“I’m a lot more relaxed under normal circumstances”

Even the most well-spoken candidates are not 100% themselves during an interview. As mentioned previously, most students and grads view interviews as a “show” they need to put on to impress a potential employer.

The best way to get to know your candidate is to help them relax. Aside from building a rapport prior to the face-to-face meeting, be sure to engage in more casual conversation. Find a topic you’re both interested in and chat a little about it – for example, if your candidate is into a certain type of music, and you get them talking, they’re likely to be a whole lot more authentic talking about that than “why they’re the best person for this job.” This will give you the chance to assess their personality and see how it will match the rest of the team.

“I will get the job done”

It’s not just about being able to do the job. You are looking for a person who will deliver (or even over-deliver) results. Someone who will take a task and make it a point to complete their share.

While an introverted candidate may not provide a whole backstory, they’ll show you through their actions. Did they show up in advance for the interview? Were they prepared with the proper documentation during the interview? Do they respond to emails promptly and send back requested information in a timely manner? These are all much more telling signs that you should take note of.

“I am willing to prove all this to you”

No matter who the candidate is, this is often a statement that remains unspoken. The only way a great candidate can show you their true potential is if they’re hired. It can be tempting to pick someone with more experience under their belt over a new graduate, but remember that skills can be taught – a great personality can’t.

Discussion: Do you believe that introverted candidates are less likely to be successful team members than extroverted candidates? Why or why not?

The Top 4 Things Student Job-Post “Skimmers” Are Looking At

June 9, 2015 / Veronica Yao / 0 Comments

Job posts have become an art form – the trick is catching the eye of job hunters who have seen hundreds of posts just like yours.

So how do you get the attention of a job-post skimmer? Simple: you need to know what they’re looking for. Most students and grads are looking for a job with the intention of starting their first career role. So when you’re building your next posting, be sure that the following information is clearly highlighted and easy to locate!

1. Qualifications

In a student’s mind, there’s no reason to apply for a position that the employer has outright stated that they won’t be considered for.

Don’t waste anyone’s time. Make sure the qualifications are clearly stated, and don’t beat around the bush. But be sure that what you’re asking for is reasonable – if students find entry-level job postings with above-and-beyond requirements (i.e. 5 years experience for a basic administration job), they may see it as a sign that this company is not willing to invest time to train the right candidate. If you have requirements that are an absolute must-have, consider briefly stating why it’s a requirement in the posting. Students appreciate honesty and transparency.

2. Company culture

It’s not enough to just tell students and grads what kind of company you are. You need to show them – and your entire posting should reflect that image.

If your company is a corporate, suit-and-tie company, then that should be reflected in the language of your posting. However, if your company has a more relaxed environment, opt for less formal language, and make it more conversational. If a student reads a job posting that says that the company is a young, energetic start-up, but the text reads like a law textbook, then they’re not likely to feel connected to the position they’re applying to. It’s very important to set the desired tone for the job-hunter immediately, as it can determine whether or not they go on to look at your other job openings.

3. The role

Many recruiters might be surprised that the role itself is not the first thing that students and grads look at when scanning a job posting. Students today understand that trying to find the perfect job right off the bat isn’t realistic. However, finding a company that can help you grow is worth working outside your element for awhile.

Your posting should clearly outline the basics of the position. Be sure it aligns with the requirements and qualifications of the role, so the posting remains cohesive and there are no loose threads or unnecessary questions left for the candidate. It is often a good idea to mention who they would be reporting to (the title of their manager) – this gives them an idea of the types of roles they can aspire to move into. Finally, it never hurts to state in your posting that there is room for growth.

4. Perks

It’s not just about the pay. Students and grads today are looking for what the company can offer them, in terms of benefits, cross-training opportunities, events and networking opportunities, mentorship programs, and even courses they can take.

Don’t wait until they get to the interview stage to mention these. While you don’t have to go into detail, mentioning that your company offers resources like these tells an applicant that you are willing to invest in them as people. Clearly state these perks alongside the estimated pay – you’ll be surprised, as they may have more of an influence on a young professional than the salary!

Discussion: What methods do you use to appeal to fast-paced-job hunters?

The Most Successful Campus Recruiters Do These 7 Things. Do You?

April 7, 2015 / Veronica Yao / 0 Comments

Campus recruitment, while rewarding, can be challenging. It requires recruiters to think outside the box, and identify potential within students and grads who are, by and large, inexperienced. Some individuals have a natural talent for their job, while others learn techniques that eventually separate them from the pack. There’s no magic formula for becoming the best in your field – but there’s definitely a lot to be said for those who observe and emulate the best qualities of successful professionals in their business. We’ve compiled 7 habits of successful campus recruiters for you to try during your next recruitment event.

1. They learn about their target audience

It’s not just about knowing what they’re looking for in a job – it’s about being in tune with students and grads in general. Get involved with a few popular trends that your target audience is into, whether it’s getting an Instagram account or watching some popular movies. Even if you don’t end up talking about that activity, you’ll gain insight on their “culture,” and how you can effectively engage and communicate with them. A little effort can go a long way!

2. They create interactive spaces

During info sessions, students and grads come in with the expectation that they’ll be talked at, not talked to. The best campus recruiters take advantage of that expectation – they think outside the box and get them involved in more hands-on activities during the event, whether it’s role playing or doing a survey. When candidates are physically engaged, they are more likely to create a subconscious bond with the company.

3. They ask questions that matter

It’s important to show students and grads that, first and foremost, you are interested in them. Yes, it’s important to go over their education and their past work experience. But students don’t want to show you a work history – they want to talk about their passions and qualities, and how their work ethic makes them stand out from your other candidates. Plus, they’ll feel a lot better knowing they were hired because they were the right person for the job – not because they simply matched the job requirements.

4. They engage with the best in their business

What better way to stay on top of your recruitment game than by connecting with others in your industry? The internet makes it very easy to stay up to date with other campus recruitment professionals – join related groups on LinkedIn and follow established recruiters online. If you get the opportunity to attend a networking event, don’t shy away from swapping a few business cards.

Tip: Have you thought about attending TalentEgg’s Campus Recruitment Excellence Awards and Conference? It’s one of the best ways to meet the best in the business – find out more here.

5. They always have an open door

It’s no secret that campus recruiters are always on the move. But no matter how busy they get, the best campus recruiters always make it clear that their door is open. Eliminating a student or grad’s hesitancy to send an email helps to move the recruitment process along, and allows candidates with initiative to reach out to you. Plus, it’s a great means for forging a great and lasting connection.

6. They respond promptly

If you make it clear that your door is open, but don’t answer in a timely fashion, chances are you’ll look dishonest and unprofessional. Keep your promises – if you say the best way to reach you is by email, be sure to respond to them within 24-48 hours. If you don’t have a response right away, a quick email letting them know that you’ll look into it does wonders. If you’re worried about them falling off your radar, invite them to follow up by a certain date if they haven’t heard back from you.

7. They know when to relinquish control

Finally, the best recruiters know that in order to examine the potential in a candidate, it’s important to give them space to act freely. Although they’re in a controlled environment, you can still loosen the structure they have to follow, and see how they respond. Talk to them like a colleague and engage them in casual conversation. When you equalize the roles of the candidate and the recruiter, you can get a sense of how they’ll behave in a work environment. Discussion: Do you agree with the above points? What would you add/adjust on this list?

Do you agree with the above points? What would you add/adjust on this list?

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