I gave a presentation called the “16 Tools to Build Your Recruitment Brand: Hiring the Very Best Students” at the National Association of Colleges and Employers (NACE) conference on June 2, 2010. Due to the interest in this topic and lack of time a presentation can give, I wanted to continue the discussion online with those of you who have more to say. Each week for the next 17 weeks I’ll post in more detail about each area discussed at NACE. For those of you who want to follow along, here are the areas I’ll cover.
1. Career Centers – How to leverage campus career centers for recruitment
2. Career Fairs – A new look at how to participate and engage with students through career fairs
3. Information Sessions – How to host information sessions for today’s GenY
4. Group Sponsorships – Leveraging campus organizations and student groups
5. Mentor Programs – Should you develop an internal mentor program or use the university mentor program or both.
6. Speaking Opportunities – Making your voice be heard on campus
7. Office Tours – How show and tell of your workplace creates buzz
8. Virtual College Fairs – Casting your net in the digital age
9. Company Websites – How first impressions set the tone for your next conversation
10. Email – Use of targeted student email lists for recruiting
11. Facebook – How Facebook should be utilized for recruiting
12. LinkedIn – How LinkedIn is more than just connections
13. YouTube Channels – How video can elevate your brand image and put you in control
14. Campus Marketing and Media – Tactics and advertising channels that work for recruiters
15. Career Blogs – How you need to be part of the conversation
16. Mobile – The time is now. No more excuses.
I also plan to cover the steps every company should take to develop a successful marketing and recruitment plan.
I’m looking for feedback from both the employer/brand side, and the career center/university side. If you have other ideas of topics you’d like to discuss, please let me know and we’ll start a discussion around that too.
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.