Insights

Even in uncertain times like these, starting a new job is exciting. This is especially true for entry-level employees who have spent their college careers working toward this milestone. However, transitioning into a full-time role – especially with added complications from things like remote work – can be overwhelming for new employees and eventually lead to burnout, defined as emotional & mental exhaustion from periods of prolonged stress.

For most college students, landing that first job or coveted internship is a stressful, but exciting, rite of passage. But the unfolding global health crisis has made taking that first step into a professional career significantly harder for millions of college students.

For some college recruiters, especially those with limited travel budgets and a national reach, recruiting via webinars is nothing new. Some companies have utilized webinars, videos, social media, and virtual recruiting technology for years. But for those whose recruitment efforts have focused primarily on in-person, on-campus presentations, COVID-19 presents a new challenge – and a new opportunity – to engage with prospective candidates virtually. But how do you choose the right technology?

In the wake of the coronavirus outbreak, many companies are finding themselves switching to remote recruiting to fill their entry-level roles or internships. Campus career centers are cancelling in-person events and companies are temporarily closing their offices, which makes face-to-face interaction – and personalization in the hiring process – more difficult to manage.

One of the major recruitment trends to watch out for in 2020 is the recent phenomenon of “candidate ghosting.” “Ghosting” refers to suddenly losing contact with a candidate with whom you had been previously corresponding, and it can happen at any stage of the recruitment process. In fact, research from Randstad found that 43% of Gen Z candidates had accepted a job, but reneged on their offer before their first day. In other words, they “ghosted” their future employer in order to accept a different job or pursue a different path.

Each year, more than 200,000 servicemen and women separate from active duty in the U.S. military. These highly-trained individuals are a rich source of diversity and leadership as they enter the civilian workforce, and are a great asset to the companies they join following their service. To better recruit and retain military talent, keep these eight best practices in mind when forming your talent acquisition strategies.

In today’s hiring landscape, most companies have a plan to recruit diverse talent. A recent survey by the Society for Human Resource Management (SHRM) survey showed 57% of companies claim to have plans to recruit diverse talent in 2019, and a survey of employers through the National Association of Colleges and Employers (NACE) found that 88% of surveyed companies have formal diversity recruiting initiatives. However, even with good intentions and formalized initiatives, unconscious bias can creep into the process and hinder efforts to recruit a truly diverse workforce – especially if the existing team doing the hiring is mostly homogenous.

Hiring a new candidate is just as much about them getting to know your business as it is about finding a great asset to the team. Unless the candidate has been employed by your business before or is transferring internally, the hiring experience is your chance to make a good first impression with your potential new hire. Unfortunately, so many businesses jeopardize their chances of hiring a great candidate by having a stressful, lengthy, or otherwise unfriendly hiring practice.

When some people think of a company’s sense of “community,” they picture employees socializing at company happy hours, engaging in friendly tabletop games, or talking in swanky communal areas. Data from our recent State of the Gen Z Job Search report shows that company culture and community is important to Gen Z – and it’s especially important to Gen Z women. But community is about more than ping pong tables and kombucha on tap. It’s about facilitating genuine connections among employees. When bringing on new hires at the entry-level, try some of these ideas to foster a stronger sense of community and use community-building as a selling point in your recruitment outreach.