If you’re planning on recruiting recent college graduates this year, you’re not alone. A majority (83%) of senior managers say they are likely to hire those who’ve recently earned a college degree, according to a new survey released by Robert Half.
“Job prospects are bright for the class of 2019,” says Paul McDonald, senior executive director for Robert Half—in a press release. “Employers are open to bringing on entry-level job candidates straight out of college. Companies interested in hiring new college graduates should highlight what makes their firm a great place to work on their website, in job descriptions and when meeting with applicants. A thoughtful and thorough onboarding process is essential for then getting entry-level talent off on the right foot.”
According to the survey, senior managers—at companies with at least 500 employees—are more likely to hire new college graduates than are those at smaller companies and the cities most inclined to hire recent graduates include: Miami, Raleigh, and Austin.
The candidate market is tight, so employers are more open to hiring and training employees who lack the required skills. In a separate Robert Half survey, seven out of 10 employers said they would consider hiring and training candidates who lack the required skills.
In order to successfully recruit the Class of 2019, Robert Half offers these four tips:
- Be prepared to talk about money. While Millennials have a reputation for valuing work/life balance over salary, making money is a higher priority for Gen Z—the generation that makes up the class of 2019. This means you’ll need to offer a competitive salary and benefits package to attract top young talent, especially as the employment market continues to favor jobseekers.
- Plan for face-to-face interactions. Even though this generation was raised with cellphones in hand, Gen Z actually prefers more traditional forms of communication on the job. Gen Z says they prefer to communicate at work through face-to-face conversations, rather than via text, instant message, e-mail, or social media.
- Frequent feedback is a must. Gen Z thrives on developing genuine relationships with authority figures. As such, managers should carve out time to check in with Gen Z employees in person, rather than assume an e-mail or IM will suffice. They also expect frequent feedback about their progress, so be prepared to touch base with them often.
- Professional development will aid in retention. Gen Z wants to know what you expect from them not only in the first 90 days, but also the first year, the second year, and so on. They view a job as a learning experience, and if they are not challenged and given opportunities to grow quickly, they will look for those opportunities at another company.
When you’re trying to attract Gen Z talent into your company, make sure you keep these four tips in mind.