CAREER CORNER

University Recruiting: How businesses can appeal to today’s graduates

A few months ago, around 2 million students walked across a stage, received a diploma from a university or college, and faced challenging questions about their future in the workplace. This generation of students has faced immense change and numerous barriers to success. They will be the workforce that either drives our local economies or leaves us wishing we had done more.

Attracting these employees will require helping them find their purpose and calling in the communities and industries that need them most.

Recruiting this generation is about relationship building and looking for ways to reach under-utilized populations through culturally informed organizations. The shift has been visible for our Generation Z employees over the last 5–7 years and is exacerbated by a decreased workforce and pandemic-based shifts in the economy. We have entered a generation of connection and community alignments.

This generation values flexibility, experiences, social purpose, and flattened organization charts. Recruiting and retaining this workforce will be the differentiator between companies that continue to struggle with recruitment and those that find their balance and grow. Recruiting university graduates must be a cycle, not an initiative.

One visit is not enough

Always have a strategy that keeps your company’s brand present on campuses throughout the year through a mix of recruitment strategies. Remember, the average number of times a message must be told before it becomes a strong guiding memory is seven times. Think of a multipronged recruiting strategy that includes branding sponsorships, volunteer opportunities, and bringing students to your company through experiential opportunities. At IU Southeast, you can learn about six ways to connect through our Employer Connect program (southeast.iu.edu/employer-connect).

Clear job qualifications, salary, and duties

Students become very hesitant about vague opportunities. If an employer is transparent on salary, qualifications, and duties, students are more likely to engage with that employer, and the employer is more likely to find quality long-term employees.

Culture is key

Students seeking their first after-college job experience are looking for more than a salary range: They want to feel a sense of belonging. Speak about your company culture and built-in support and growth opportunities. We want these employees to be with you long-term. Tell them why your company is the place to land.

Understand timelines

By the time graduation rolls around many students have already secured jobs, and it is too late for employers. Know that our students are instructed to start looking early and typically accept offers as early as March for their initial jobs. Ensure your hiring timelines are aligned with student needs. Employers who offer to work around class schedules until graduation are also incredibly valuable!

The future is bright as we see a generation of workers who value stability and hard work, but as with any new generation of workers, we must rise to meet their potential.