5 Ways To Make Professional Development A Part of Your Recruitment Strategy

Professional development matters, especially for Gen Z. In RippleMatch research, we’ve found that professional development ranks in the top of Gen Z’s list of priorities when searching for a job, and is one of the most influential factor when this generation considers accepting an internship or job offer. However, you don’t need to wait until you’ve already hired a candidate in order to get started on their professional development. One way to stand out to Gen Z talent while recruiting is to “show, don’t tell” your dedication to professional development. This approach is especially valuable in a time when many students lack professional resources due to remote learning, canceled internships, and limited in-person networking events. So instead of only showing up to virtual career fairs, incorporate these ideas to help potential candidates develop professionally while also expanding your employer brand.

Host an industry chat or panel discussion

Sponsor or host an info session about the top issues facing your industry today. Frame this as an engaging conversation and educational opportunity rather than just sharing what your company does – although you can include information about this, too! You can also partner with a few other companies to host a panel discussion, followed by a networking event to connect prospective candidates with recruiters. For example, you might host a panel event and Q&A about how to get a job at a startup, different career paths within finance, or the top skills to develop to appeal to tech companies.

Host an info session with tips for your recruitment process

Sometimes the most useful info sessions are the ones that provide information that's directly applicable to your application and hiring process. For many candidates, filling out an application or crafting the perfect cover letter is new territory. By hosting a general info session that outlines what to expect in your process, how they can package their skills competitively, and tips for acing your virtual interview process, you can help candidates feel more confident and shine throughout your process. You can also consider breaking this down by academic focus – for example, hosting a session on how liberal arts majors can stand out during the hiring process vs. how a CS student can stand out.

Offer resume reviews

You’ve probably heard the oft-cited statistic that hiring managers only spend six seconds looking at a resume. But many students don’t know how to make the most of those six seconds, or what keywords they should use in order to get past the applicant tracking system and to the hiring manager’s desk in the first place. To this end, some recruiters offer resume reviews where they look over student resumes to see if they would be a good fit for the industry or job Consider answering questions like: Are students being descriptive enough in discussing previous positions? Have they offered metrics and data to measure their impact?  Hearing feedback from a recruiter can be valuable for students, as it’s not often they get an audience with one outside of the hiring process. Resume reviews also help recruiters get talented students in their funnel who may have potential, but just didn’t have the expertise to create a polished resume. 

Host diversity/affinity group networking events or mini conferences

Networking is a great professional development tool, especially when it has a focus like underrepresented groups in your industry. If one of your goals is to increase diversity in your company or reach a broader talent pool, you can host events dedicated to populations like women in tech or finance, LGBTQ+ students, Native American students, African American students, Hispanic students, first generation students, and more. Pair a networking event with a panel discussion with one of the topics suggested above, a presentation about diversity in your industry, or a conference with breakout sessions that facilitate conversation and put prospective candidates at ease. If candidates see current employees who share similar backgrounds, they might also feel more welcome and more inclined to apply for a job at your company. You might also want to have a presence at existing diversity events, such as the Grace Hopper Conference or AfroTech, or offer to sponsor a workshop there.

Set up mentorship or leadership development opportunities

Some companies like Goldman Sachs set up formal mentorship and leadership programs – like Virtual Office Hours and Diversity Summits – to serve as a pipeline for their entry-level positions. However, formal programs like these can require more time and resources, and might only reach a small number of candidates. Instead, you can see if some of your target universities offer mentorship programs of their own or events that pair industry professionals with small groups of students for Q&A and career advice. For another option that can have broader impact, you might set up a LinkedIn group where candidates can ask career development questions of current employees who act as informal mentors. 

By investing in candidates’ professional development at the outset, you will show that you care about your future employees. This will also position your employer brand as committed to career growth and set you apart from competitors who only talk about professional development opportunities without demonstrating them to candidates.