Steps to Improve Your Graduate Recruitment Strategy
In most cases, recent graduates quit their first job because there was a mismatch between their expectations and reality. While it’s common for new hires to take a bit of time to adjust to the working world, you can reduce your graduate turnover by improving your recruitment process.
Here are a few ways you can make your recruitment process stronger so you can reduce turnover.
- Set Clear Requirements, Expectations, and Benefits
Anytime you post a new job opening, you want to be clear about your requirements and expectations. By creating solid job descriptions, you can ensure each applicant knows exactly what they’re signing up for. This can reduce confusion, guaranteeing you’re putting a qualified individual in your open position.
You should also outline any benefits you offer either in the job description or on your website. By being upfront about health insurance, paid time off, or other bonuses, candidates won’t be caught off guard with a benefits package that doesn’t fit their needs.
- Provide Development and Education Opportunities
New graduates are excited about starting their careers, so they’ll want to enter a job that can get them started on the right foot. By providing continued education or development opportunities, you’ll let new hires know their growth is important to you.
Investing in new graduates can help them stick around longer. When they feel valued and pushed to do better, they’ll be more likely to stay with your company. Provide clear promotion pathways so new graduates can see just how they can develop their careers with your company.
- Create an Employer Brand
Just like a company brand is important for attracting high-quality customers, an employer brand helps you attract the best quality job candidates. A strong employer brand lets new applicants better understand who is behind your business, letting them see if it is the right fit for them before applying.
Your employer brand should showcase your company culture, current team members, and the values your employees work by. By sharing some of these stories, you can create a strong image of exactly the kind of people you want on your team, reducing friction when hiring new employees.
- Use Multiple Recruitment Methods
When hiring new graduates, job fairs and campus recruiting is a great way to attract qualified candidates looking for a job right out of school. However, you’ll want to do more than just attend a few hiring events. When trying to get younger individuals to apply, you’ll want to recruit online as well.
Social media can be a great tool for recruiting new graduates. While LinkedIn might be the first platform you think of, Facebook, Twitter, and even Instagram and Snapchat can help you attract high-quality candidates. Participating in conversations, sharing open positions, and even showcasing your employer brand across your social platforms can help encourage new grads to apply.
- Have an Intern Hiring Program
An intern program can be a great pipeline for finding strong new graduate talent. Because your interns are given an inside look at the day-to-day operations of your business, you’ll both know if they fit your needs before they accept a full-time position.
Develop a strong internship program and let your interns know there is an opportunity for full-time employment after graduation. Setting this precedent can encourage interns to work hard and show off their skills, guaranteeing you’re getting the best graduate hires.
- Track and Monitor Recruitment Data
To make smarter hiring decisions, take a look at what recruitment efforts have worked for new graduates in the past. By keeping extensive records of what graduates you’re engaging with and what hires have been the best fit for your company, you can improve connections moving forward.
Use data to identify the best schools, majors, or areas to recruit new graduates from. You can also use data to monitor different recruitment methods, such as identifying what platforms or processes you find the best applicants from. When you find what works, you can make more strategic decisions moving forward.
- Keep in Touch with Applicants
New graduates typically talk with a few different companies when looking for their first full-time position. This means it isn’t uncommon to have a high-quality candidate accept a job with another company. However, this doesn’t mean you need to give up on that individual completely.
Sometimes, the high turnover for new graduates can work in your favour. A high-quality candidate may accept a position with another company only to find it isn’t the right fit. If you keep in touch consistently, they may choose to come to you next. Simply sending a message every couple months to check in can keep you top of mind.
- Create a Referral Network
Employer referrals can be a great way to get quality candidates, especially when it comes to attracting new hires. By encouraging your current employees, friends, or family to inform your HR department of new graduates who might be a fit for an open position, you can narrow in on candidates who fit your needs the most.
Current employees will know exactly the kind of individuals you’re looking to hire, so they’ll recommend employees who already fit the culture. Offer incentives, such as a bonus or an extra day off, to employees who make referrals that are ultimately hired.
- Feature Former Graduate Hire Testimonials
When new graduates are researching companies to work with, they’ll want to understand how companies have connected with new graduates in the past. By sharing some insights into past graduate hires’ experiences with your company, new prospects can get a better idea if you’re the fit they’re looking for.
Featuring former graduate hire testimonials on your careers page is one way you can connect with new applicants. You can also have high-quality candidates talk with former graduate hires during the interview process, giving them the ability to ask any questions or address any concerns they might have.
Building a Strong Graduate Recruitment Strategy
When hiring recent grads, it’s important both of you are on the same page about the job expectations and company culture. By developing a strong graduate recruitment strategy, you can ensure you’re hiring the right individuals and reduce your graduate turnover.
Look for unique methods to connect with your ideal candidates and use data to analyze who your best graduate applicants are and where they are coming from. Connect with your network to get referrals and use past graduate hires to develop connections with your top talent.
The graduate recruitment strategy that works for your business will depend on your unique needs and the talent you’re trying to attract. However, you can use these methods as a jumping off point to get your graduate recruitment strategy started.