8 Common Misconceptions About Early Career Hiring

You may have heard that early career talent is becoming an increasingly crucial talent pool, but who exactly are these candidates, and do you really need to tailor your recruiting strategies to interest them in your company? 

Early career talent is typically defined as candidates seeking internships and entry-level jobs, and is composed of Gen Z college students and recent graduates. Gen Z — or those born between 1997 and 2012 — make up 32% of the global population, and are predicted to account for 27% of the workforce by 2025. That’s a lot of talent to overlook. 

In addition to understanding what early career talent is, it's crucial to acknowledge their unique behaviors and how they might differ from the larger workforce. There are a lot of misconceptions around this growing talent pool, specifically about the fact they do not follow different ‘recruiting rules’ than other generations of workers, (when in reality, they most definitely do). As you strategize your early career hiring, don’t fall for these common myths about attracting Gen Z candidates.

Myth #1: Early career talent will apply to your organization without any marketing geared toward them 

Truth: Even companies that have become household names invest teams and money into attracting top talent on and off campus. While early career candidates may be familiar with your company, it’s also likely that they are not aware of the range of professional opportunities you offer. This is why having a robust recruitment strategy through events, your careers website, and sourcing passive candidates is essential for attracting prospective employees.

Myth #2: Early career recruitment is not a worthwhile investment, because Gen Z candidates are known as job hoppers.

Truth: Gen Z has been found to have job tenures not too different from Millennials. According to a 2021 survey by CareerBuilder, both Gen Z and Millennials spend between two and three years on average at a given role. A March 2022 RippleMatch survey confirmed those results, finding that 60% of entry-level job candidates intend to have a tenure of at least 2.5 years at one company. In addition, implementing employee retention strategies can also reduce the likelihood of new talent reneging on a job offer or moving to another company soon after joining.

Myth #3: You’ll find success recruiting early career talent all year round

Truth: Early career talent is best scouted in set times during the year related to their class schedules and graduation dates. For example, the early fall is often the best time for some industries to recruit their summer interns or next cohort of entry-level employees. Late spring is another major time for recruitment, as college seniors are finishing their finals and preparing for graduation. 

Myth #4: You should only focus your recruitment efforts on college seniors who are actively looking for a job

Truth: The job search begins long before students hit “apply.” Candidates need to know about your company and types of job opportunities first—and that career exploration process can start as early as freshman year. We recommend incorporating lunch and learns or info sessions into your recruitment strategy so that you can reach underclassmen who may be interested in applying during a future recruitment season. Another benefit is that you can collect these students’ contact information and then send follow ups about job opportunities, future events, or company news in order to maintain their interest in the company when they are ready to apply.

Myth #5: Recruiting at career fairs is sufficient

Truth: Career fairs are only one place where Gen Z talent searches for jobs. Relying too much on college career fairs also runs the risk of narrowing your reach to only a few select schools. Virtual events not only broaden your prospective talent pool geographically because attendees are not bound by location, but they can also be beneficial for diversity hiring. Other recruitment options include targeted outreach via LinkedIn, posting on various job sites, and sponsoring industry conferences that are targeted at early career talent.

Myth #6: You should only look for candidates with the same major as the role you’re recruiting for

Truth: While some careers do require a specific educational background—such as nursing or engineering—many other careers can be more flexible. Students gain transferable skills from their major that can be applied to a variety of backgrounds. For example, a liberal arts major may be a good fit for fields like journalism, business, marketing, or Human Resources. Keeping an open mind in regard to college majors can introduce you to new candidates who may be a great fit for your company.

Myth #7: Smaller businesses can’t compete with large companies offering high starting salaries

Truth: While compensation is a major priority for Gen Z candidates, they also value work-life balance and professional development opportunities. Their preferences related to in-person, remote, or hybrid work environments vary, too, which can be another factor that Gen Z candidates consider when evaluating a job offer. The compensation should be as competitive as possible for the role and the labor market, but you can also attract early career talent by showcasing your benefits, flexibility, and opportunities for career growth.

Myth #8: An ATS can do all the work

Truth: Technology such as your applicant tracking system (ATS) can be helpful in compiling and sorting information related to job candidates, but don’t use it as a replacement for human interaction. Personalized and timely communication are still key to providing a positive candidate experience for early career talent. 

Recruiting early career talent can be a challenging endeavor, but knowing that they will make up so much of the workforce in the next few years, it’s worthwhile to invest the time in strategizing how you will go about attracting and retaining younger workers. Keep in mind that there are many tools at your disposal as you attempt to connect with students, such as RippleMatch’s platform for marketing and engaging with top candidates from thousands of schools. And having busted some of the most common myths surrounding this candidate pool, you are ready to begin your planning process and get a head start on welcoming the newest entrants to the workforce.