Insights

In today's economy, talent teams are shrinking and recruiters now have to do more with fewer resources. How can you give talent the best recruiting experience possible while still keeping your time and resources manageable? Campus recruiting software can help you reach more candidates while being a cost-effective option for you and your team.

The supply chain industry has been subject to unprecedented upheaval over the last few years, as the COVID-19 pandemic shut down factories and businesses across the globe, many of which are still struggling to return to their pre-pandemic pace. At the same time, the industry is expected to grow by nearly 10% over the next four years — and companies big and small will have to source top talent to both help them catch up, and keep up.

To reach the next generation of talent and compete for the best candidates across the country, early career recruiting teams have had to rethink the status quo, and get creative when it comes to connecting with Gen Z. Through standout internships full of meaningful projects, impacting entry-level programming, and authentic DE&I efforts, many early career recruiting teams are paving the way for the future of recruiting and crafting a better experience for those new to the workforce.

Today's job market is highly competitive, and attracting top talent can be especially difficult in a world where demands for young professionals with specialized skills and a desire for flexibility are increasing. However, it’s clear that to future-proof their organizations, companies today must be investing in the next generation of talent — Gen Z.

In today's job market, campus recruiting teams are being asked to balance finding ways to effectively engage with Gen Z candidates and meet ambitious diversity hiring goals with tighter budgets and leaner teams — which is no easy feat. However, armed with the right recruiting technology, talent teams can scale their efforts and connect with more candidates across the country, all while being cost-efficient and getting the most out of every effort.

Internship and entry-level job seekers today are losing confidence in the job search — and are sending out more than 50 applications before landing a role. Gen Z candidates in 2023 have expressed to us that they are constantly ‘getting ghosted’ — meaning that they are not hearing back from employers about many of the applications they submit — and are struggling to find companies hiring now and roles that fit both their skillsets and passions.

Despite prevailing economic uncertainty, the market for top talent remains highly competitive. Moreover, it has become increasingly apparent that companies that will continue to thrive are those that are investing in the future leaders of the workplace — Gen Z. In fact, according to industry experts, companies within the CPG industry in particular are at risk of falling behind due to an increasing demand for new tech skills to keep them ahead of the game. For example, while e-marketplaces like Amazon are growing rapidly at 27% each year, and e-marketplaces are responsible for 70% of consumer-goods sales between 2013-2018, less than 5% of CPG sales are conducted online. To catch up, CPG companies will need a strong pipeline of forward-thinking talent with in-demand skills.

Today's job market is highly competitive — and that holds true for senior roles all the way down to internship and entry-level positions. At the same time, it’s important now more than ever that to future-proof your organization and remain at the forefront of innovation within your industry, you invest in the newest entrants of the workforce — Gen Z. That’s because not only does Gen Z come with new perspectives and ideas, but they will also comprise nearly 30% of the workforce by 2025.

Campus recruitment teams are in a great position to help their companies make strides when it comes to their DE&I goals by being strategic about which universities they target and what fresh talent they invite through their doors. And while elite colleges are sure to be filled with qualified candidates, there are plenty of schools to consider with top talent that have much more diverse populations. Below are the top 10 most diverse universities that university recruitment teams should consider if they want to make real strides in their D&I strategy, according to U.S. News.