TalentEgg Trends

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Community Involvement: How To Attract Top Millennial Talent Beyond The Job Description

When you’re in competition to recruit top student and grad talent, their decision may come down to what you have to offer outside of their day to day job.

Most companies today are involved with community initiatives in some way, shape, or form. However, most recruiters tend to focus on the benefits that are directly linked to the role when promoting their career opportunities to students and grads. It makes sense, because things like salary, benefits, and experience are all things at the top of a student or grad’s checklist.

However, these aspiring professionals are looking for an organization that is more than just a well-known brand. When it comes down to the wire, and your choice candidate is making a selection between two top companies, your company’s community involvement can go from being a small perk to your trump card.

Why they’re looking for more

They’re informed

Students and grads know that looking for the right employer isn’t just about making the highest salary or working with the biggest names. They are looking for a well-rounded package that can offer them a variety of experiences that will benefit them in the long run.

Every recruiter wants their candidates to do research on the company that they’re interviewing for. But it’s equally important that the information that they find will set you apart from the competition, and present your company as a unique and valuable place to work.

They’re passionate about their causes

It’s no secret that with the ever-growing presence of technology, millennials are more connected than ever. From smartphones to tablets, students and grads can access the latest information and create personalized news feeds at the push of a button. As a result, they are constantly forming and expressing their feelings and opinions.

Because of this heightened awareness, the majority of students and grads today have attached themselves to a social cause. They are more active in the community than ever, and they aim to use their qualities and skills to instigate change in the world.

Did you know: 43% of Gen-Yers said that they’ve helped out a non-profit organization to expand their skill-set for their professional careers.

They want to work for a company that reflects their values

Experienced campus recruiters know that workplace culture is one of the most common inquiries students and grads make during an interview. Millennials are all about personalizing – whether they’re tailoring their Pinterest boards or their coffee orders, they want every aspect of their lives to reflect their authenticity.

Selecting their careers and the organizations they work for is no different. Working for a company that doesn’t share their values will lessen the appeal for them.

“The community involvement component is excellent. Many students are attracted to the opportunity to give back to their communities, so the fact that you make it part of their experiences is great.”

– Master’s student, University of Toronto

“A huge part of student motivation is making them feel like they’re making a difference.”

– Third-year student, Bishop’s University

“Volunteer work is another great way to involve students in the work world so that they feel valued and excited to be a part of a team that gives back.”

– Fourth-year student, McMaster University

How to appeal to these qualities

Any employer would want the above qualities in a new hire. The question is: how do you attract these graduates to your organization? Company culture is a huge factor when millennials evaluate their career options. Here are some simple things you can do to make your company stand out.

Ask them what their passions are

During the hiring process, it’s important to pay attention to who the candidate is outside of their professional experiences. If you make an effort to show that you’re not only interested in them for their degree and job experiences, you are more likely to create a stronger rapport with them.

Take a look at their application documents or LinkedIn profile, and get to know what they do in their spare time. Take a look at the causes that they’re involved in, and ask them about it during the interview. You’ll find that students and grads will respond passionately about their work, and appreciate the fact that you took the time to find out.

Showcase your company’s community efforts

Many students and grads will likely be pre-occupied with company information pertaining to the specific role and department that they’ll be applying to. Even though they’re not consciously looking for information about your company’s community efforts, it’s important to make sure they see it and remember it.

Be sure this information is accessible, and prominently shown on your company’s website. Bring these aspects up during a campus recruitment session or an interview when a candidate mentions their past volunteer roles or the causes they support.

Remember: millennials think of their careers as an extension of their identities – not just a way to bring home the bacon. Show them how the role they’ve applied for fits them beyond the job description, and the ones who accept the job will likely do so with a stronger commitment to the company.

Discussion: Do you believe that volunteer and community experience always makes for a better candidate?

6 Things Students Want From Your Company’s Talent Programs

June 24, 2015 / Veronica Yao / 0 Comments

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?