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Tag: workforce

How to Attract the Right Candidates to Your Job Postings

In today’s fast-paced and ever-evolving job market, attracting and retaining top talent is crucial for the success of any organization. As employers, recruiters, and career centers, it’s essential to provide valuable resources and opportunities for career development to help new grads and students thrive. Let’s explore how you can revolutionize your approach to talent acquisition and engagement by utilizing best practices for career development.

Comprehensive Job Postings

Do you need help attracting the right candidates with your job postings? Crafting an effective job posting is crucial to attracting top talent and ensuring a successful recruitment process. Here are some valuable tips for enhancing job postings and reaching qualified candidates. 

  1. When creating a job posting, clearly outline the essential responsibilities and qualifications. Be concise and specific, ensuring that potential candidates can easily understand what is expected of them in the position.
  2. Highlight the unique aspects of your company culture and the opportunities for professional growth. Job seekers are interested in the job itself, the overall work environment, and the potential for career advancement.
  3. Leverage job posting assessment tools to ensure clarity, accessibility and collaboration with diverse voices, attracting a wide range of qualified candidates.

Optimizing Your Employer Branding

An effective strategy for writing a compelling job posting is to focus on employer branding. You can captivate top talent by showcasing an authentic company culture and providing insights into growth opportunities. Successful employer branding is an ongoing process that involves adapting to changing trends and student aspirations. 

  1. Seek feedback and stay attuned to evolving student and new grad preferences to create an appealing employer identity. By aligning with the aspirations of today’s students, your employer brand will resonate more effectively, attracting candidates who are an excellent fit for your organization.
  2. Showcase your company’s unique culture and values and engage with top talent through tailored content. TalentEgg provides a comprehensive solution for enhancing and amplifying your employer brand. With a dedicated employer profile space, social media promotion, paid advertisements, customized content creation, and more, you can leverage TalentEgg’s platform to elevate your employer brand and connect with the right candidates for your organization.

Networking and Recruitment Events

Networking with students and new grads is vital to attracting your ideal candidates.

  1. Encourage your team to focus on building authentic relationships during networking and recruitment events. Instead of promoting job opportunities, engage in meaningful conversations to understand candidates’ aspirations and career goals. This approach establishes a positive impression and increases the likelihood of attracting top talent who resonate with your company values.
  2. Consider hosting engaging presentations or workshops that showcase your company culture and values when participating in events. Create memorable experiences that leave a lasting impression on attendees. This proactive approach highlights your organization’s strengths and sets you apart from other employers, making your company more attractive to potential candidates.
  3. Promote your virtual and in-person career fairs, webinars, and networking events. TalentEgg provides a platform for employers to connect with students and recent graduates in dynamic and engaging environments. TalentEgg’s innovative solutions enable companies to showcase their unique offerings, fostering genuine connections with talented individuals. 

Visit TalentEgg today! There’s no better place to share your recruitment message and job opportunities to reach the best Gen Z talent.

Bridging the Gen Z Gap: Understanding how to help recent graduates successfully transition into the workplace

Bridging the Gen Z Gap: Understanding how to help recent graduates successfully transition into the workplace.

Throughout my 15+ years as a recruitment professional, I’ve always had a special place in my heart for helping new grads transition into their first corporate role. A deep desire to help them land their first job was a result of my own experience struggling to find my way in the world.  I want to share the personal wisdom I gained and help them successfully grow their careers through mentoring and coaching support.

What have I observed?

The challenges new graduates face have not really changed from Gen X, but in the last few years, I’ve observed, firsthand, a much larger disadvantage for Gen Z during this major life transition.  Gen Z is often confused as an extension of Millennials, but they are distinctively different.  They are the first generation to never know a world without wifi, social media, and instant gratification.  They were part of a democratic school system and households, where there was no traditional hierarchy of power and consequences, everyone was a winner and there were no losers or failures. Probably the most impactful trend was that they were a generation that was highly overscheduled and constantly stimulated, not allowed to be bored or unhappy. Boredom is critical for imaginative play/thinking, and learning to deal with negative emotion, is an important psychological coping skill.  The absence of learning to manage emotions and stretch brain muscles is likely the root cause for why overall, Gen Z struggles with much higher levels of anxiety and depression. They lack the resiliency to face the world that is run by Millennials, Gen X and Boomers.

What can educators and employers do to help bridge this gap?

First, understand, it is not optional. We must help Gen Z with this transition into the workforce, because having them tough it out (as we might have had to), will lead to a higher level of mental illness, in a generation where mental illness is already significantly higher1 and a future workforce that is not as productive.  Second, seek to understand their perspective and then give them the support and tools to empower them.

For employers, onboarding is important. On-going clarity of your expectations of them, and how they can own their own development and successfully navigate their career, is even more important.  They likely expect that they will be given continuous direction and rewards, and you will drive their career for them – so showing them they own their success and happiness is step one.

For educators, provide insights while they are still in a learning environment, on how to prepare for this critical life transition. Soon-to-be grads are on the brink of one of the most challenging transitions they will face.

So, what is the secret sauce?

Interestingly, the ‘secret sauce’ would likely help all of us be happier, in a world where we all spend less time being present than we should.  To fully accept the present moment as it is, without judgement, is the foundational skill I teach new graduates through learning mindfulness. It is the basis from which all else will follow.  Next, I help guide them in clarifying their purpose and values from which they will decide their goals, and where to focus their attention and talents.  Research reinforces that understanding personal values is paramount for career success; the least committed leaders are those who understand company values,  but not their own.2 So, first, learn to engage fully with the present moment, and then integrate purpose and values into being in all aspects of their job search (interview, personal brand), job performance, and career development.  A natural consequence of mindfulness and purposefulness is happiness – in both our professional and personal lives. Happiness is self derived, rather than an expectation for others to provide.  Moreover, mindfulness helps build resiliency, so that when failures or disappointments happen, they won’t be devastating.

What’s in it for me?

Once Gen Z is thriving and finding the right ‘fit’ in a company and on a purposeful path, we will start to see a big reward ourselves.  They will overperform, as they are driving to be a part of something bigger than themselves.  They will be extremely loyal, and unlike Millennials, will want to stick around for the long haul with your company.  They will give back and want to mentor others recent graduates entering the business.  As you can see, the dividends greatly outweigh the investment.  It really comes down to your willingness to help this generation bridge the gap!


1 American Psychological Association – March 15, 2019, Mental health issues increased significantly in young adults over last decade

2 James M Kouzes and Barry S Posner, The Leadership Challenge 4th edition


 Bio:

Lana Burton is a talent acquisition executive and founder of Be META, an organization that helps Generation Z to recognize and realize their potential.

As a working mother of two, she knows how to connect the intimate needs of others and still make time to do the work that we all need to do within.

Connect with Lana on LinkedIn or via email at Be_META@outlook.com.