Insights

Chances are if you’re a recruiter, hiring manager, or HR professional, you do your best to stay on top of the trends and best practices in hiring and talent management. You may already have a list of resources that help you stay up-to-date, but we’re here to expand your reading list with 11 blogs and websites that offer everything from actionable tips to high-level research on talent acquisition and the future of work. Read on for our top recommendations and what to expect from each site:

There are countless studies and reports on what Generation Z wants out of a career – professional development opportunities, great company culture, and corporate social responsibility initiatives, to name a few. But which companies – and industries – does Generation Z want to work for the most? We rounded up to the top surveys, studies, and reports that claim to uncover which industries and companies may see an influx of Gen Z employees in the coming years. Be sure to bookmark this link as we’ll continuously update as more studies and reports are published.

If you’re a recruiter, hiring manager, or HR professional in the campus recruiting or entry-level space, chances are you’ve heard the term “Generation Z” recently. The post-millennial generation has been slowly stepping into the spotlight for several years now, but their entrance into the professional world has led to an explosion of whitepapers, articles, and conversation about how best to prepare for the newest generation of entry-level talent. With all of the resources available on Gen Z, it can feel overwhelming to find a high-level view of Gen Z and their place in the workforce – so we put together the top five things employers should know about this generation. If you’re just starting your research on what to expect when Gen Z employees enter your office, here are five facts to build a foundational knowledge on Gen Z as you continue your research on the youngest employees in the workforce:

What does a high GPA tell you about a prospective candidate for a job? Some employers might consider a high GPA to be an indicator of a hard-working, intelligent candidate that excelled in their studies. While that thinking isn’t incorrect, employers should be wary of grade inflation when placing a heavy importance on grade point average during candidate evaluation as it can create an uneven playing field when comparing students across universities. Grade inflation occurs when institutions award students with higher grades than they might deserve, increasing the overall average grade received. That makes it more difficult to compare students from different universities on GPA alone – is a 3.9 GPA at a school with known grade inflation really better than a 3.7 GPA at a university without?

Elite private institutions often top the list of target schools when it comes to campus recruiting. But any company committed to finding the best talent across the country should be sure to include several public colleges and universities in their list of focus schools.

When it comes to building diverse teams, there’s no magic formula for attracting and retaining talented candidates from all backgrounds. Founders, hiring managers, and human resources departments grapple with finding the best approach and implementing the right strategies, revamping everything from their interviewing methods to their search for talent. Regardless of which methods are tested, there’s one essential part of building a team that has little to do with pipeline – and that’s creating an inclusive culture.

Building a diverse team means including individuals of varying races, gender identity, age, ability, and more. To be inclusive of every candidate, it’s essential to design your hiring process with careful thought and consideration to ensure it is accessible to all candidates.

A candidate’s college major alone won’t indicate if they’re qualified for a role – but it can help streamline the pool of candidates. That’s why we ask the recruiters on our platform if specific majors are relevant to their role, in addition to asking them to weigh the importance of factors like GPA, previous internships, school prestige, and specific skills. The data helps us match their job opportunities with the best student candidates, but it also gives us a look into the most commonly requested – AKA in-demand – college majors.

Find out how today's entry-level candidates are engaging with employers – download our infographic on the top resources candidates use to research companies here.