Insights

Having good data to power decision-making is more important now than ever — especially in the field of talent acquisition. That’s because even though top companies might be continuing to hire entry-level candidates and interns in 2023, the uncertain macroeconomy is causing early career recruitment teams to shift their priorities and refocus on high-impact efforts. And it takes data to understand what exactly those efforts should be. The benefit of collecting the right data to showcase the ROI of your team’s recruitment efforts is twofold; it will help you make the case to leadership for why early career is a good investment, and, with the pressure on leaner teams to do more with less, it will help you focus on the strategies that are actually working. But where do you begin?

When recruiting for your software engineering roles and internships, you might generate your list of target schools from our list of the most gender-balanced computer science programs. But your talent acquisition strategy will also benefit from targeting these schools that graduate the highest quantity of female computer science majors each year.

Since 1990, November has been recognized as Native American Heritage Month to recognize the contributions Native Americans have made to society and celebrate the community’s culture. However when it comes to the workplace, Native Americans face one of the highest rates of unemployment, 7.8%, and about one third of Native Americans say they’ve faced discrimination when seeking jobs. To combat these issues, there are numerous organizations that are dedicated to uplifting Native American professionals across a wide variety of industries. From mentorship and networking opportunities, to annual professional conferences, these organizations provide plenty of events and resources. This Native American Heritage Month we wanted to highlight organizations that are led by Native individuals, and work to support the Native American community. Whether you’re a company looking to forge partnerships for recruitment purposes or you’re a Native American professional looking to get involved, these organizations should be on your radar.

Women earn almost half of all business degrees (46%) awarded annually, meaning a large pool of talented female candidates are continuously entering the workforce. One of the best ways to tap into this pool is to recruit from women’s colleges.

The effect of the COVID-19 pandemic on talent acquisition teams was widespread. As campuses closed their doors to students, recruiters were forced to find new ways of connecting with candidates. Plus, with candidates in the driver’s seat, recruiters found themselves scrambling to gain the attention of early career professionals and competing with similar companies for the same pool of talent.

Even with the thriving job market, sensible Gen Z’ers aren’t procrastinating when it comes to their job search. In our recent survey of over 1,100 graduates* from the class of 2019, 51% of our Class of 2019 respondents began their job search in or prior to October 2018, with the bulk of respondents selecting “August 2018” as the start of their job search. There’s a small spike of candidates that begin their search in January, and overall, 20% of Gen Z’ers began their search between January 2019 and March 2019. 20% of respondents waited until April, May or June to begin their job search.

Career mapping and providing clear paths for internal growth remain important strategies for keeping great employees in-house, and understanding exactly when Gen Z expects to be promoted at work is an important factor in recruiting and retaining the newest generation of workers. While Gen Zers are often characterized by their desire for quick growth and career advancement, a closer examination of their promotion expectations in 2023 tells a slightly different story. In fact, over the past year, there has been a notable shift in their outlook when it comes to rising through the ranks at work in this economy, and employers looking to future-proof their organizations with fresh talent need to be taking note.

Looking for a way to innovate your recruiting process? Try reworking the interview stage. This can be useful for attracting diverse talent, creating a more even playing field, and testing candidates' skills in new or different areas, among other benefits. According to LinkedIn’s Global Recruiting Trends 2018 report, 63% of recruiters surveyed agree that traditional interviews fail at truly assessing candidates soft skills like teamwork and flexibility. And 42% of recruiters surveyed believe that traditional interviews feed into the bias of the interviewers. Switching up the interview process can not only lead to a more enjoyable experience for the candidate, but will ultimately help bring on better talent. Here are a few companies that utilize unique tactics to create a more dynamic interview process.