We had an incredible year on TalentEgg 360!
From interview tips to social media strategy, we’ve covered it all in an effort to help campus recruiters better engage with students and new grads. As the year comes to a close, it’s important to reflect on accomplishments from the past year. So in honour of 2015, we’ve put together a list of our most popular posts from the past year.
Here are the top 10 TalentEgg 360 articles of 2015!
If you have a campus recruitment session coming up, you’re probably bracing yourself for a busy day of shaking hands, presentations, and answering the same questions over and over. But as they say, a hectic day on campus is usually a great sign that students are interested in the roles that your company is hiring for.
That being said, these events leave very little time to actually get to know the students you meet. Let’s face it: after a few hours, faces and names begin to blur, and your attention is likely divided between their answers and the next thing on your to-do list.
You’re not ready to commit to a full interview with these eager applicants, but you should make the most of your brief interactions. These 3 questions can reveal a lot about a student or grad’s fit within your organization.
This is a common question – and for good reason. It’s a great indicator of a potential candidate’s preparedness, and their interest in the company. Most of the time, you will get one of two reactions: a confident, prepared answer, or a vague, broken response.
This is a highly effective tactic when dealing with a high volume of individuals. Inquiring about an applicant’s knowledge of the company is usually done during the face-to-face interview. However, asking this questions during a campus recruitment event is a great way to separate the students you meet into two categories: the ones who are browsing and the ones who are committed to joining your team.
Keep the question open ended, and see which direction the candidate takes their answer. Don’t ask for dry facts about the company – students know that you’re looking for those. Pay attention for the individuals who tie your organization’s mission to their own passions, and bonds with the company on a deeper level.
One important thing to note: you are not asking about what they can do for your company, but rather, what you can do for them.
When students engage with recruiters, most of them will do so with the goal of telling them what they want to hear. Even if they answer your questions with honourable intentions, it can make it difficult to determine whether or not they will fit in with your company.
This question flips the table on the student. You’re putting their needs before your own. “What do you need to advance your career? How can we help you succeed?” This is something that they will not expect – as a result, they are more likely to see your company as an organization that invests and cares about their employees. At the same time, you’ll be able to determine from their answers if they are the right fit for the culture and role that you’re hiring for. It’s a win-win!
This is another opportunity to put the spotlight on the candidate. Most students and grads will have their core competencies, skills, and educational background rehearsed to a tee. They’re probably tired of rattling off their resume in an attempt to pitch their value to employers. And because they’re in “show mode”, recruiters will find it more difficult to assess their personalities and how they fit in.
The majority of students today associate their identities with some sort of social cause. They have work that they’re passionate about, and excited to share with others. Plus, people naturally jump at the chance to talk about things that they love with other people – giving them the chance will help them ease out of their “interview persona” and settle into their everyday personalities.
Of course, not all students will talk about social causes. Some individuals will bring up their hobbies or activities that they love to do in their spare time. Remember that these are still valuable experiences – and if they have the type of energy and enthusiasm that you’re looking for, then they may be someone you want to bring on board for a face-to-face meeting.
These 3 questions are not meant to be a full assessment of an applicant’s potential. However, it’s a great way to whittle down the volume of applications you receive at a campus event. On top of that, the types of questions you ask can show applicants that your organization is about more than finding top talent – it’s about listening to their needs and supporting them as they advance their careers.
Discussion: What time-saving tactics do you use when you’re working a campus recruitment event?
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.
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.
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.
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.”
“A huge part of student motivation is making them feel like they’re making a difference.”
“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.”
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.
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.
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?
There’s at least a few moments in any recruiter’s career when they realize that a candidate has lost complete interest during the interview.
It’s not always obvious – chances are, they don’t want to offend you (especially if they’re a student or new grad) so they won’t make a show of it. After all, it doesn’t make sense to burn bridges. So the next time you feel the feeling you’re losing them, look out for these 3 signs.
They may be saying all the right things, but if their body language says “I’m bored (or worse, “get me out of here!”), then you need to take steps to reel them back in.
Observe them – are they making eye contact? Slouched? Are they not smiling? Compare their behaviour to when the interview began. If there’s a noticeable difference, it should set off a red flag.
Most students and grads are eager to give in-depth answers about their experiences. And while there are some that may become nervous and give you short answers, there will be some that are clearly giving you bullet-points on their experience in hopes that the engagement will end sooner.
This may not last the entire meeting. Pay attention to which questions they answer in a shortened manner – it may be in response to something that they’re not comfortable with, or they’re feeling hesitant about.
They’re not necessarily doing it in a patronizing manner – most likely, this will sound something along the lines of “I just want to make you aware that I’m considering a few other job opportunities.”
It’s a tactic that some students or grads use to try and soften the blow on recruiters when they are feeling hesitant about a job they’re interviewing for. The idea is that if they make the recruiter aware that they’re being considered elsewhere, it won’t sting so much when they finally turn them down.
It’s disheartening when you realize that the young professional in front of you in much less invested in taking the role than you are. And while it’s easy to start questioning yourself (was it something I said??), it’s important to identify why they are exhibiting these signs.
While there are times when the circumstances are out of your control (i.e. it’s not the right fit, they cannot commit to certain components of the role, etc.), there are times when you may be able to clarify any misunderstandings and get things back on track.
1. Give them the floor: If you give your candidate a safe space to voice their concerns, you can react accordingly. Be sure not to approach this situation in a patronizing manner – be understanding, and perhaps start the conversation with a phrase like, “I was hoping to get some feedback from you – is there anything about this position that you have any concerns about?” Position yourself so that they know you’re asking because you want to make sure they feel this position is the right fit so that both parties will be happy with the outcome.
2. Listen, don’t judge: This is more tricky than it sounds – pay attention to your posture, expressions, and reactions to make sure you’re not giving off an aura of judgement. Asking a student or grad to voice their concerns can make them feel like they’re in a vulnerable position, and you don’t want to make them feel like they’re being backed into a corner. If you’ve build a strong rapport with your candidate in advance, it will be easier to address concerns like these.
3. Address concerns: Having students and grads voice their concerns puts you in a prime position to address them. As mentioned above, sometimes their concerns are out of your hands. But if their concerns are within your control, or a misunderstanding/miscommunication, then take steps to correct it. Going out of your way to make sure they have the right info shows your candidate that you’re looking out for them, and you’re willing to go above and beyond to make sure they’re well informed.
Discussion: If a candidate has visibly lost interest during an interview, do you feel it is worth pursuing?
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