Each May, the end of the college semester rolls around bringing with it a fresh class of graduating seniors. While many often have a job lined up, about half will go unemployed.
Plenty of talented young graduates will be ready to enter the workforce, and companies could benefit greatly from adding them to their teams.
Let’s discuss four of the best practices for finding untapped talent and prioritizing the hiring of college graduates.
Be smart with hiring timelines
As many HR professionals know, colleges typically hold graduation twice a year: December and May. Therefore, college graduates are going to be looking for jobs around these two times. HR teams going after college students midsemester may have trouble finding qualified candidates who are ready to commit to a position.
However, that’s not to say hiring college students only happens during these two months. Have a look at whether your hiring calendar lines up with the academic calendar and create a plan of action. Begin proactive recruitment efforts a month or two before graduation by reaching out to career departments, attending job fairs and actively engaging with students online. By taking initiative early and scheduling hiring efforts around the time of graduation, you’ll be better prepared to find the talent you need by the time you need it.
Prioritize campus interaction
Campus interviews have been around for decades and are a great way to publicize jobs and internships to prospective candidates. Not only is this an effective way to identify and reach talent, but it’s a low-cost and (generally) structured process that’s set up by the college or university, meaning little work for HR teams.
Interacting with students on their own turf provides an opportunity to promote the company brand and increase name recognition across the campus, something that can benefit the company for years to come. On-campus interaction also gives HR professionals the chance to speak directly with students to keep up to date on current values and job priorities, an occasion that also gives HR teams plenty of information to fine-tune their hiring strategies.
Develop a social media presence
While having an online profile isn’t a new development, it’s one that goes a long way toward attracting young candidates. Instagram, LinkedIn and even Twitter are all quickly becoming go-to platforms for college graduates to consult while in the hiring process. Having an active social media presence and maintaining consistent branding across all channels is attractive to young candidates. It shows that companies are innovative, forward-focused and willing to connect with young audiences, who are plugged in now more than ever.
Reframe company culture
College graduates are looking for more than a desk and consistent pay; they look for mission-driven companies that align with their own values. Having a clear and consistent mission and a history of striving to fulfill it is a great way to show prospective candidates that your company is about more than just fulfilling the bottom line.
College graduates are coming from a campus experience that is filled with peer interactions and a group mind feeling. Offer a company culture that prioritizes community through social events, continuing education opportunities and team building exercises. College graduates who are looking forward to joining a well-built team after graduation will gravitate toward a company that will give them more than a typical 9-5.
New graduates provide a wonderful chance to add fresh talent to the team. HR professionals have plenty of opportunities to engage college students by attending campus events, interacting on social media and creating a unique and appealing company culture. By targeting college students in your recruitment process, your company has the opportunity to integrate new talent into existing teams and watch as they develop into seasoned industry professionals. If you’re interested in learning more about efficient hiring practices, read our blog on how to make virtual hiring a success.
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