Achievers and Experience, Inc., recently asked about 8,000 students where they plan to look for jobs, what motivates them and what it will take to retain them. With nearly 3.4 million Millennials graduating from college and entering the workforce this year, it’s crucial for employers to understand what attracts top talent. (Research Source)
Here are some highlights from the findings:
How they hunt for jobs
Thirty-five percent of Millennial plan to use LinkedIn as a primary source for their job hunt, up from a meager 5% in 2010.
83% percent of Millennials use some sort of social media site right now, but don’t abandon the traditional methods.
When asked to rank six job search methods in order of importance, the majority said they are still relying on the old-fashioned approaches.
About 88% of respondents said they plan to go straight to the source and submit an application directly to the company.
73% said they’re most likely to utilize a career services center on campus.
72% will search for jobs at a networking or recruiting event.
Social media sites still aren’t the primary tool for job searches among students, but 7% plan to use Facebook and 5% said they’ll use Twitter to look for jobs.
What’s most important to them when making a decision?
51% said salary
54% of students said career advancement opportunities
51% said doing interesting and challenging work
The average tenure of employees in the U.S. is 1.5 years, according to the Department of Labor, but 21% of respondents expect to stay with their first employer for 5 years. An even more ambitious group, and the vast majority (22%), estimate they’ll stay for more than 10 years.
College recruitment on campus is still a big factor in attracting the right students. Is it time to blow the dust off your campus recruitment plan and build a presence there again?
Campus Media Group are experts when it comes to developing recruitment advertising strategies that work. Access to campus starts here. Contact us today to learn more.
Career fairs have always been a mainstay for companies recruiting graduating students, but their effectiveness has come into question for many of the brands we work with. Employers are starting to see a drop in the number of students coming to career fairs, and this could be for a few reasons:
(1) Some employers are no longer accepting resumes at career fairs,
(2) Students are able to apply and get a great deal of information online that was not available in the past, and
(3) Conversations at career fairs between recruiters and students have become a bit less enticing since employers cannot provide information to students that may give them an advantage in the hiring process.
NACE has an articleabout this on their website that digs deeper into this issue.
I attended a career fair recently intent on learning more about how companies are promoting themselves to students. I was put-off by some of the things I saw there. It wasn’t uncommon to see recruiters sitting behind their tables working on their Blackberries instead of being out in front, engaging students in conversation about their company. Why would a student want to stop and talk to a company recruiter that’s not paying attention to the crowd around them? Some of the companies were sending the message that the attendees were just a number that didn’t matter. It was very disheartening. A few other things that were surprising included uncomfortable silences in conversations between recruiters and students (aren’t the recruiters supposed to be good communicators?) tables looking very “flat” (booths need a 3-dimensional appearance), table skirts that look beat up and old, and booths that only have the generic name label as a branding element. Although I did see one company staple a cloth logo on a pennant to the booth label behind them, it was crooked and took away from the brand quality.
So, a couple words of advice for companies participating in a campus career fair this fall:
Stand up.Be in front of your table versus behind it. Be there to look people in the eye and talk to them.
Know what’s happening on campus.Pick up the student newspaper when you arrive on campus to find out what’s making news on campus. Even better, check out the student newspaper or university “media” website before showing up. Have some stories that are relevant to the students. Have more to talk about than yourself. Your goal is to make the student feel comfortable and create a personal connection.
Be proactive. If you are handing out something, design it with student in mind and personally hand it to them. Stop the insanity of saying “take this and that” and point out the important information they should look at more closely when they have time. In most cases the pieces you have to hand out are designed to build the overall brand and tie everything together. If they only get one piece of the picture they are likely to miss the big one – why they should want to work for your company.
Tips. Give the students recommendations for the best way to get into your applicant tracking system (ATS). Let them know how to avoid falling through the cracks.
Be nice. Even if a student doesn’t have the educational background or experience you’re looking for, make a positive impression. Word of mouth resonates and students will share their experience with your company, especially a poor one. Allow them to be advocates for your company by encouraging them to spread the word.
Dress the part. If your company dress is formal then a suit is fine, but you should represent the reality of your company. If your office is casual, dress that way. One trend I’ve noticed is recruiters wearing school-branded gear – golf shirts, hockey jerseys, etc. This not only shows your support for the school but encourages conversation. If you do go with the football jersey, you’d better know what’s happening with the team (see “Know What’s Happening on Campus” above).
Engaging booth. Add some stands, images, signage, etc. that provide something that’s not flat against the table or wall behind you. It really does stand out when people walk around and creates a more engaging feel. Remember that the first impression of the booth and people working the booth are what help drive students to stop and talk to you.
If you are hiring recent grads you are probably seeing that it can be hard to hold onto them longer than a couple years. It’s almost as if they get bored of the job as soon as they are ready to take on more responsibility. Here are a few ideas to help you though those challenges:
1. They see their jobs as more than just a job. They look at it as much more social. Allow them to connect with others on projects versus working solo.
2. Let them work on projects that are outside the company. Millennials see that a company being involved outside of the day-to-day get the job done work is important. Make sure that volunteering is part of your company culture and then let them be part of those committees or let them lead the social/volunteer aspects. Support from your company around giving back to the community is important. Giving back should be a team effort and needs to be backed by the leadership in your company. Also, make sure the person ultimately in charge of the volunteer/giving-back element is sitting down with him/her regularly regarding the activities. They millennial will feel much more engaged and part of the company.
3. Diversify their jobs by giving them different jobs that they can run with and/or own. These can be smaller jobs that after you’ve had a chance to sit down and talk to them about their plans/desires can be transferred to them. Also ensure that these “owned” jobs fit within their personal goals and interests. You’ll get better job performance when it does.
4. Graduates generally take a job with a company with the idea that they will only be there for a couple years and then move on. Be open and honest about that with them and feel free to ask about their plans for the future. Show them they are needed and encourage them to stay in the position longer as to better position themselves for success when they do decide to work for someone else.
5. Let young employees have access to all levels of management. Millennials want to be able to ask the person who can give them the best information when they have a question. Today’s youth don’t care about chain of command and have no problem going directly to the president of the company to discuss their job.