New Grads Could Be the Solution to Employee Shortages IF You Recruit the Right Way

Graduation is just around the corner. Unemployment is at a record low of 3.4% and qualified candidates are becoming more and more difficult to identify and secure to fill open roles. Many companies and organizations are struggling in their recruiting efforts recently and there’s a reason why; The graduating class of 2023 communicates in an entirely different way than previous generations, and they’re savvier in their job-search efforts.

It's a Digital World

Today’s early and emerging talent is doing their digital due diligence by researching your company on your homepage, on social media and social news sites, crowd-sourcing internal intelligence, and scouring the employee reviews sections of job search engines. Knowing and understanding your company’s digital image and perception is key to ensuring that what they uncover makes your organization seem like a desirable place for employment. While the evolution of the digital world has made Gen Z feel much more optimistic about building their career networks than their parents’ generation, and more than 80% believe that digital connections have the potential to lead to job opportunities, they are also far more regimented about their approach to identifying the employer that’s just the right fit for them.

They Want to Feel Recognized

When in receipt of a recruiting communication, they’re far more likely to respond to messages that feel highly relevant and personalized. Outreach customization should be tailored to the roles they’re qualified for, the skills listed in their CV, and with role descriptions in alignment with other positions to which they have been applying. In order of preference, Gen Z prefers recruiting communication methods as follows: Email, Face-to-Face, Phone

Why Hire New Grads?

Our world is changing and evolving, QUICKLY—and fresh business challenges require fresh talent with new ideas and perspectives. Fresh talent brings a lot of value to the table when they’re placed in the right position for them:

• They’re independent and entrepreneurial.
• They’re hungry, eager, and career driven.
• They’re malleable, adaptable, and eager to learn.

With Gen Z workforce numbers projected to grow to 51 million by 2030, it is becoming crucial for employers to get to know this emerging workforce, understand their perspectives and preferences, and most importantly, adapt recruiting approaches that will resonate with the greatest talent. With this year’s graduating pool of new job seekers, a recent study reported the following:

• 82% are confident that they can find a personally fulfilling job.
• More than 60% have preferences leaning toward working in a hybrid environment.
• Over 65% are willing to relocate for the right job.
• 74% prioritize stability and salary in their selection criteria, far surpassing factors like a known/established employer brand (41%) or a fast-growing field (39%)
• 35% are open to new/different industries.

So, how does that impact a recruiting approach, and what needs to be adapted to attract the right people? Here are some of this year’s grads’ key considerations in selecting a role:

• Compensation that affords work-life balance (Pay transparency is key.)

This year’s round of budding new professionals isn’t just optimizing for the best job—they’re seeking work-life benefits associated with affordable living, remote/hybrid work flexibility, and proximity to industry hubs. Also of note, 62% of this candidate group indicated they’d be more likely to consider an employee that has a commitment to equal pay.

• A Vision of growing career paths and internal, upward mobility

As a group, Gen Z are entrepreneurial and seek a sense of autonomy and ownership. They enjoy the prospect of opportunities to tackle exclusive projects that will enhance their skill set and advance their career development. Nearly 20% of the group view paid training/upskilling/reskilling as justification for employer loyalty.

• Modernized benefits packages that emphasize flexibility and mental health

Employee wellness translates to escalated employee engagement and performance. Desirable benefits focus on mental health, stress reduction, and work/life balance. Over 35% of the workforce group indicated that they’ve taken time off due to stress and anxiety. These types of service offerings and resources are more than a benefit — they could be a lifeline.

• A corporate structure that encourages and facilitates community, culture, and collaboration

Candidates within this group are hungry for collaboration, networking, and socializing. They want to know that managers make it a priority too. They’re seeking career opportunities that present them with meaningful work balanced with community building and cultural experiences. When polled, 63% indicated that strong peer relationships and 57% said feeling like a part of the organization were key considerations in their loyalty towards and longevity with an employer.

• A corporate commitment to diversity, equity, inclusion (DEI)

Diversity is an integral workplace characteristic for this emerging generation of workers; this means providing a welcoming, open environment that seeks out and embraces diversity at all levels and welcomes many, varied perspectives. Over 55% indicated that a commitment to DEI is an extremely important factor when evaluating an employer. This talent pool is committed to social justice, and they expect consumer brands and employers to be as well.

That’s a LOT to Consider!

There are countless considerations, nuances, communications styles, and factors that are intricately intertwined in recruiting newer candidates. The JK Executive Strategies team is continually training and learning and expanding our expertise to remain on the cutting edge of recruiting trends and offer a superior level of service to the corporate communities for whom we recruit. If your organization has roles to fill that would be suitable for a talented new graduate, please reach out to us today to discuss how we can help you find someone who’s a perfect fit.