We’ve had a long stretch of a booming economy. We’re experiencing record-low unemployment and the implementation of artificial intelligence and automation. Millennials are now the largest demographic in the workplace, with Gen Z on their heels. There’s no doubt that our workplace is shifting—and rapidly.
With all of these monumental changes, employers are faced with evolving their recruiting, hiring, retention, and promotion practices, and recruiting young talent is more important than ever. Practicing just-in-time recruiting is no longer an option. Top organizations nurture potential candidates over time, developing a pipeline they can tap for the future. By networking with talent at an earlier age through a comprehensive campus recruiting strategy, you can build a pipeline of student talent that’s excited and eager to work with you.
According to Aptitude Research Partners, approximately 70% of employers will be hiring college graduates this year. To keep up with the competition and find qualified candidates, employers need to meet students and graduates where they are — on college and university campuses. Your competitors are recruiting earlier than ever, so you need to step up to the plate. Will you start putting your own early recruiting strategy into practice?
Future Trends In College Recruiting
As you recruit early talent, it’s crucial to understand what students expect of your organization. Matthew Brink, assistant executive director of the National Association of Colleges and Employers, offers insights into macro-trends for higher education and talent acquisition.
One of the most significant changes are new trends in education and training at the higher education level. With a fast pace-of-change in the workplace, updates to training to keep up with workplace demand are essential. There is progress at the university level toward adding additional training and internships to the curriculum. These changes will help you recruit employees who are ready to take on the next generation of company challenges, but the university system can only progress so much. Chances are, HR organizations will need to provide support for employee development to keep up with changing needs in the workforce.
Matthew’s presentation also covers trends in diversity and inclusion, robots and their impact on workers, and the importance of social enterprise. These are all changes that Generation Z workers will face more than any other generation in the workplace. Matthew believe it’s important to have honest conversations about change in the workplace with Gen Z candidates. Being honest about these challenges and changes makes it easier for Gen Z and your current employee roster to adapt to these trends.
Speaker Pro Tip
On the changing college-recruitment landscape
Assistant Executive Director
National Association of Colleges and Employers
“Corporations will thrive when they reflect the communities, values, and norms of the society they live in. And if they don’t do that in transparent, authentic, meaningful, and substantive ways, it’s likely that they will be evaluated differently than those companies and organizations that do.”
Changing The Meaning Of Campus Recruiting
No matter the size of your organization, campus recruitment can be challenging. Natasha Stough, Americas director of campus recruiting at EY, and Jason Weingarten, co-founder and CEO of Yello, discussed these challenges and how EY is overcoming them.
A topic of conversation during their chat was the need to prove return on investment. Campus recruiting isn’t about going back to old college stomping grounds and recruiting talent that you are familiar with. Instead, recruiting teams must prove the ROI on the campuses they visit. After evaluating the data, Natasha and her team at EY have started visiting an increasing number of non-core schools.
Natasha has also transformed campus recruitment at EY. While the traditional college recruiter visits target schools to meet and evaluate student talent in person, Natasha is implementing a virtual strategy. A team of sourcing specialists will source talent virtually, without spending time on campus, to identify the best candidates without hitting the road. Continually evolving the campus strategy will be essential to the success of hiring early talent.
Speaker Pro Tip
To address campus recruiting challenges
Americas Director, Campus Recruiting
“We are thinking about a different way to recruit this talent. So much of what campus recruiting has been since I started is what we all think of: spending time on campus. But, it’s not feasible to get to every school. Instead, we’re taking a team of recruiters who will be sourcing specialists. They will leverage the various sourcing tools to do a few different things, with the goal to help build pipeline where there are shortcomings.”
Gen Z is Graduating and Millennials are Managers
The first class of Generation Z just graduated from college, and they are ready to take on the workplace. Members of Generation Z are different from millennials in a variety of ways, and companies need to understand these differences to recruit this new generation effectively. In his presentation, William Tincup, president of Recruiting Daily, shares valuable information that helps recruiting organizations stay ahead of the curve.
According to William, if you want to resonate with Generation Z, you are going to have to do things differently. For example, Gen Z doesn’t communicate in the same way that previous generations did. They may not shake your hand or keep eye contact. Tincup states that this shouldn’t be off-putting; your goal is to adapt to their communication style so you can recruit them effectively.
Another change you might notice is how Generation Z perceives careers or jobs. Gen Z grew up with entrepreneurs and tech success stories. Instead of seeing jobs as long-term careers, they are more likely to see them as short-term gigs. Additionally, Gen Z is more individualistic than previous generations, so they may not attach themselves to your company as quickly.
Gen Z’s introduction to the workplace brings new ideas and ways of thinking to the work they do. Find out how you can successfully recruit, and retain, this generation.
Speaker Pro Tip
To attract and recruit Generation Z
“We used to think of training as, ‘What if we train them and they leave?’ This is what you would hear from CFOs, CEOs, and board members all the time. And the problem with that argument is well what if they stay and we did nothing to make them better?”