Written by Emily Goldsack, R&D Consultant
Hiring early talent can be a game-changer for your organisation as they bring in a fresh perspective with new ideas, enthusiasm, and a hunger to grow. Early talent is essential for addressing current talent challenges and has the potential to develop and progress with the organisation into the future. The early talent landscape has evolved and become increasingly competitive in recent years, with the ‘war for talent’ remaining a significant challenge for many organisations. To successfully attract and retain top talent, you need a strategy that speaks to their specific values and motivations.
Understanding how to attract graduates to your company is key to standing out in today’s challenging job market. Implementing the right strategy for graduate recruitment can help to build a pipeline of motivated and skilled individuals who are ready to make an impact. Here are our top tips for effectively attracting the best talent for future success, based on a new global research study we conducted here at Talogy.
How to hire graduates: 6 tips for attracting the best young talent
1. Create a short and engaging experience
Ensure the assessment process is as swift and straightforward as possible. Our research has shown that early career candidates dislike it when the assessment process feels overly long or convoluted. This is amplified by the fact that they commonly complete many assessments during their job search. While it’s often necessary to have multiple stages in the selection process, incorporating different assessment formats or gamified elements can keep the candidate experience engaging. It also helps your organisation stand out in a competitive market and captures the attention of recent graduates.
2. Maintain personal connection
The use of AI in graduate recruitment cycles has grown rapidly due to the speed and efficiency gains for employers. However, this should be balanced against candidates’ perceptions, as our research found they tend to dislike assessments that lack human connection or feel overly automated. The assessment process can be stressful and nerve-wracking, but incorporating human interaction can help to ease nerves and maintain engagement. Aim to provide opportunities for candidates to engage in real conversations with interviewers, potential colleagues, and other candidates. This helps to create a positive candidate experience, especially for those who are new to the job market.
3. Provide a realistic job preview
Our research found that candidates prefer assessments that provide a realistic insight into the role and organisation they are applying to. When candidates feel that assessments are directly related to the job they’re applying for, they perceive them as fairer and more relevant, improving the candidate experience. It’s important to provide honest and accurate insight into what the job entails, including both the positive aspects and potential challenges. Incorporating behavioural simulations, such as situational judgement tests, as one stage in the selection process is often an effective way to achieve this. The aim is to give candidates a feel for the organisation and help them determine if the opportunity is the right fit, allowing them to self-select in or out of the process.
4. Be clear about the salary
Transparency is crucial when hiring recent graduates. Clearly communicate the salary your company can offer to ensure expectations are aligned early in the process. In our research, 70% of the graduates we sampled said they would be deterred from applying for a job if information about the salary was not provided. Particularly in times of ongoing change and political and economic instability, understanding renumeration opportunities is a key motivation for many candidates as they embark on their careers. Ensure you meet their needs by showcasing how your company can provide stability, and the salary benefits available to them.
5. Show that you care about development
Attracting the best graduates means showing them that you care about their growth and highlighting the career paths your organisation can offer. If you’re serious about retaining recent graduates, make it clear from the start that you are invested in their professional development and in helping them build new skills and confidence. Opportunities for employee development are one of the key motivators we found in our research that attract graduates to apply for a role. This will help you attract graduates who are motivated by long-term potential and increase their likelihood of staying loyal to your organisation.
6. Highlight your flexible working policy
More than ever, young professionals are prioritising flexibility in their jobs. Our research showed that a lack of flexibility in working arrangements would deter 51% of early talent professionals from applying for a job. Make sure you have a clearly outlined policy that’s visible to them throughout the hiring process, whether it be offering flexible hours, remote work, or hybrid options. This can set your company apart from a crowded recruiting space and play a large part in influencing job application decisions in today’s market. It shows that your organisation fosters trust and autonomy, a crucial message for hiring today’s best graduates.
How to establish a long-term fit with recent graduates
Build partnerships with educational institutions
Giving current students timely information on the labour market is essential for helping them anticipate future job needs. By working in partnership with universities and educational institutions, businesses can provide future graduates with a better understanding of the link between their curriculum and the expectations and skills needed from future employers. One example of such an initiative can be hosting seminars or guest lectures on business-related topics at universities. In doing so, you can establish your organisation as a go-to employer for new graduates when they are ready to enter the workforce.
Calibrate your expectations to reality
It’s important to manage expectations when hiring recent grads. Don’t expect them to have all the skills you require for immediate full productivity. Instead, focus on their potential and willingness to learn. Some organisations have implemented a skills-based hiring approach, choosing to invest in training and mentorship programmes to bridge any skills gaps and ensure these early career professionals grow and thrive within your organisation.
Read more: Skills-based early career hiring: Dos and don’ts
Attract and retain the best graduates for your team
When looking to hire recent graduates, organisations must understand their expectations and align their recruitment strategies accordingly. With high demand for top young talent, many organisations struggle to find candidates with the right skill set and alignment on salary and benefits.
By using these hiring tips and employing an assessment like Talogy’s Spotlight, you’ll ensure a hiring approach that makes your company more appealing to early talent, keeps them engaged throughout the process, and ensures alignment with your organisation’s needs. Remember, the best graduates are looking for more than just a job – they want a meaningful role where they can grow and make an impact.
