With graduates hitting the labor market, employers might be considering how they can be competitive in the race to
This year's graduating class has fresh priorities, both personally and professionally. They've had a high school and college experience partially shaped by the short and
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Below are six recruiting strategies for employers to consider when recruiting
Meet grads where they are
While career fairs and online job boards are still crucial to attract talent, consider additional platforms to engage with the labor market's newest entrants. Recruiting strategies and content must evolve to reflect where young workers consume information and strategically occupy space in those environments like TikTok, LinkedIn and YouTube. Employers should look to develop a strong social media presence, leveraging engaging content such as 'Day in my Life' videos, worker testimonials and practical professional tips to capture the attention of new graduates where they already are.
Offer flexibility at work when possible
A lasting impact from the pandemic, hybrid and remote work setups have made flexibility a priority for this incoming generation of workers. With school similarly impacted, graduates became accustomed to learning on their own schedules in environments that suit them best. Gone was having to attend classes in-person all the time. Graduates are looking for the same type of situation at work. It's crucial to note that offering full flexibility is not possible for all employers depending on their business. If this is the case, consider other areas you can offer new graduates flexibility outside of just where they work.
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Promote a culture of autonomy
Building on the above, the pandemic also saw this year's graduating class experience an academic world where they were responsible for managing their own time, being self-starters and taking the initiative to deliver results. While recruiting graduates, keep in mind this experience and how it could shape their work expectations. If possible, employers should look to promote a culture that values autonomy and avoids micromanagement, while still encouraging maximum teamwork. Additionally, if your business is not able to offer flexibility in where people work, offering flexibility in terms of how they work can be one alternative.
Highlight meaningful work
Young workers are looking for more than just a paycheck these days, they want to work for companies that align with their values and produce meaningful public outcomes. Organizations that place a high priority on a culture of care will resonate with new grads.
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Prioritize career growth and mentorship
Offering opportunities for career growth and skills development is another big priority for young workers as they look to get their workplace journey off on the right foot. According to ADP Research's
Stay competitive on compensation
As always, compensation remains a critical factor in attracting young talent. Employers must ensure their total compensation packages are competitive to attract new graduates. One way to help with this is by having access to robust compensation and benefits benchmarking data to ensure your organization is ahead of the curve by geography, role and age.
As the Class of 2025 enters the workforce, employers who understand their unique needs and expectations will be better positioned to stand out in the race to recruit the next generation.
