Recruiting New and Upcoming Talent

Press Release from Cura HR

Every year, millions of college students graduate and enter the workforce. Even with unemployment levels at record lows, some graduates are still struggling to find careers in their chosen fields after graduating.

Entry-level positions are a vital part of any company. Being able to fill these roles with talented, hard-working candidates is just as important as hiring qualified executives and leaders. Especially because many of these entry-level graduates will eventually become high performers and leaders within their industries.

Are you struggling to recruit talented upcoming employees? Don’t make the mistake of passing up a competent candidate solely due to their lack of experience. Here are a few tips and tricks for scouting out and identifying new talent.


Recruit Directly from Colleges

Most colleges have job boards, career platforms, and internship programs available. These opportunities can prove fruitful for soon-to-be graduates and employers looking for new talent. Contact a local university or community college and ask if you can promote careers on their job boards or careers page. If there is an upcoming college job fair, consider sponsoring and participating.

If you’re hesitant to hire a recent graduate, consider offering a seasonal internship opportunity. Internships provide college students with hands-on experience and possibly an income, as well. This is a great opportunity to receive additional support, and determine if the intern is a good longer-term asset for your team. 


Make Your Messaging Clear

A study done by LinkedIn found that employees are 67% more engaged when companies talk about their culture regularly. More than ever, younger candidates are seeking companies whose messaging resonates with and is aligned with their beliefs. For example, if your company culture values knowledge sharing and strong commitment to clients, emphasize this in your job postings and on your careers page.

Your mission and vision statements should also be very clear. For example, if your company’s mission is to provide the best possible affordable clothing while also being eco-friendly, state that in your job postings and on your company website to find interviewees who resonate and align with your values.

Finally, make it clear in your job postings that the job is entry-level. If a job is entry-level, it should typically require 0-3 years of experience. 


Up Your Social Media Game

College Pulse performed a survey that found that 48% of college students used LinkedIn as their primary social media platform for job searching. Using LinkedIn to promote your entry-level job listings is an effective way to reach recent college graduates.  

Here are a few tips for writing effective LinkedIn job postings to appeal to recent graduates:

  • - Use standard job titles rather than jargon-laden ones
  • - Be as detailed as possible about job functions
  • - Clearly list requirements (experience level, education, etc.)
  • - Outline your values and company culture
  • - Include details about your total rewards package (benefits, compensation, time off, etc.)
  • - Offer opportunities for growth

LinkedIn also has features like InMail where you can contact potential candidates directly. Reaching out to recent or soon-to-be graduates allows you to connect with talented individuals on your own. If you see someone who fits the description of an outstanding candidate, reaching out directly allows you a chance to hire them before someone else. Keep in mind that InMail is a paid feature.


Know What New Talent Looks Like

Once you’ve found qualified candidates, it’s time to start interviewing. First and foremost, you should consider your company culture. Look within your company and consider the employees who are currently excelling. What traits do they have? What value do they bring to your business and teams? Consider these traits when interviewing potential employees, and look for them in responses to interview questions. We have a few interview tips prepared if you’re stuck.

Ideally, you’ll want to look for the following traits:

  • - Invested in your company’s mission, vision and values
  • - Highly motivated and willing to learn
  • - Collaborative and team-oriented
  • - Receptive to feedback
  • - Ability to problem solve

Keep in mind, these candidates may have less experience than candidates in upper-level positions. Look for leadership experience in college clubs, internships, and part-time work opportunities.

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