In today’s competitive job market, traditional resumes often fall short in capturing the full breadth of a candidate’s skills and potential. HR leaders are increasingly turning to innovative assessment methods to gain a deeper understanding of applicants.
In this week’s HR Query, we chat with Jake Canull, Regional Director Americas at Top Employers Institute, a global authority in recognizing excellence in People Practices. Canull shares insights from the Institute’s survey of over 2,300 organizations worldwide, highlighting the latest trends in recruiting new college graduates, how HR leaders can leverage alternative methods—such as skills assessments and portfolio reviews—to discover hidden talent, and more.
Here’s what he had to say.
Today’s graduates often prioritize purpose and social impact alongside career growth. How can organizations articulate their company’s mission and values to attract talent who share their vision?
JC: HR leaders should think about ‘Company Brand’ as a different pillar than ‘Employer Brand’. Company Brand is associated with questions like: “Do I know this company?” And “Would I buy from them?” Whereas Employer Brand answers questions like “Is this organisation considered a Top Employer of choice?” and “Would I enjoy (and have success) working there?” Creating an optimized employer brand is tied to two strategic keys:
- HR Teams need access to data-insights to benchmark HR practices: this helps reveal real opportunities to enhance the org and employee experience.
- Involving employees in the communication of the employer brand: when employees experience the outcome of best-in-class people practices, there needs to be a streamlined way to communicate that.
There are countless ways for organizations to build an inspiring employer brand, but in 2024, we see a change in how companies build their brand. For many, what used to be the responsibility of a small group of people on the HR and Communications team is now becoming an organization-wide effort, with employees becoming critical players in building an authentic and robust employer brand through their personal works experiences.
College graduates are often bombarded with job search advice. Should they prioritize working with a recruiter or can they successfully land their first job independently? What are the pros and cons of each approach?
JC: College grads need to first prioritize what matters to them. Job security or benefits? Earning potential? Role type? What are their core values and why? Once they go through this exercise, there will be clarity in identifying the kinds of professionals they can reach out to with the intent of learning about the professional and their career journey. Although always not the most comfortable, conversations with working professionals is the easiest way to build a strong network of people and learn about career paths. Working with a recruiter is one way to gain direct feedback, and access to opportunities that you may have never considered.
Not all talented graduates have a polished online presence. What alternative methods can HR leaders use to discover potential hires who might not be actively searching on job boards?
JC: Accessing diverse talent networks through employee referrals programs is key. Many Top Employers in the U.S. have dropped college-degree requirements all together and we expect this trend to continue. I still encourage candidates to improve their online presence and ‘employee brand’ by upskilling in that area. There are so many useful resources publicly available on Google, YouTube, and LinkedIn for free.
What are some of the biggest mistakes you see new college graduates making during the recruitment process? How can companies equip them with the knowledge and tools to confidently navigate the job search battlefield?
JC: The most common mistake is typically lack of preparation for the interview or conversation at hand. HR leaders and top employers include clear instructions throughout the talent process for recruiting. Details in the job posting and setting clear expectations in advance of an interview on how to be best prepared can be helpful.
The world of work is constantly evolving. What are some key trends you anticipate in recruiting new college graduates in the coming years? How will companies need to adapt their strategies to remain competitive in attracting top talent?
JC: Key trends we’re seeing in our World of Work Trends 2024 are as follows:
Empowering personalization through AI: communicating personalized learning and development journeys and personalized employee experiences.
The Future Defined with Purpose: Purpose-driven leadership is critical to success. So, what do employees want from their leaders in 2024? On big-picture issues, they want leaders to be situated in the real world, speaking about real-world problems, just as their employees would. They should think beyond immediate business concerns to offer more to their employees. Empathy is also at the heart of purpose-driven leadership. Leaders will need this trait as much as their business acumen in the coming year.
Communicating Wellbeing: Nearly four in five (79%) organisations have a coherent overarching approach to all dimensions of wellbeing (up four percentage points since our last survey).
Broadening diversity, equity, and inclusion: The consideration of diversity will expand far beyond demographic segmentation. Whilst groupings, such as gender and race, will continue to be areas of focus, 2024 will see a shift towards a more nuanced approach to DEI. For example, expect the importance of neurodivergent talent (and its link to higher levels of creativity and innovation) to grow.
The post <strong>HR Query: Recruiting New College Grads Beyond the Resume</strong> appeared first on HR Daily Advisor.