Guide to hiring graduates in the ever-changing employment landscape of 2022

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Darren Jaffrey, Managing Director EMEA – HireVue

August 11, 2022





The university term is over and there is a new group of graduates, eager for their first professional role. This is an exciting demographic for hiring managers, who are desperate to employ quality talent in a struggling labor market. skills shortage.

Many hiring managers have prepared for this influx of talent. In fact, employers are considering hiring 26% more graduates from the class of 2022 than from the class of 2021. And with 61 million people in Generation Z, defined as those born between 1997 and 2012, there are a large number of young professionals looking for a new role. As such, employers need to ensure they are making the most of this new wave of talent, using hiring methods that allow them to find the best candidates.

It’s also important to remember that Gen Z is the first to be considered “digital natives.” 58% of Gen-Zers say they struggle to go four or more hours without internet access. This means that any process hiring managers introduce needs to be new, innovative and, of course, digital if it is to appeal to the Gen Z crowd.

To truly understand their target group and attract top talent in a crowded job market, HR leaders need to consider three key factors: technology, employee experience, and employee location.

A tech-savvy generation

Technology plays a huge role in the daily lives of graduates, with more than half of Gen Z saying they use their smartphones to more than five hours a day. This means hiring managers need to be able to easily contact them via text or WhatsApp if they want to engage with graduates before a competitor does.

The use of technology can create a hiring experience tailored to this group of young people. By integrating artificial intelligence and SMS automation into hiring strategies, hiring managers can keep Gen-Zers interested throughout the hiring process. Candidates can easily reply to texts, wherever they are, so hiring managers can engage candidates faster than via email. Additionally, text-based chatbots allow companies to pre-screen candidates, then schedule and reschedule interviews from their smartphones.

Studies show 79.4% of young candidates prefer to book an interview by SMS rather than by e-mail or even a phone call – SMS has a 98% opening rate against 20% with email. It is clear that this is the best way to contact the new generation of graduates.

DE&I at heart

It’s also essential to understand what Gen Z is looking for and how it differs from previous generations. Recent reports show that they are much more interested in finding an employer who shares their values ​​and beliefs. They want an environment where they feel valued, where they can develop relationships with their colleagues, and ultimately a company where inclusivity plays a key role in the culture.

According Inteldiversity “will be a deciding factor in the workplace for Gen Z”. More than a third of Gen-Zers say that if they received two similar offers, they would definitely choose the company they considered more diverse and inclusive.

Gen Z candidates are also 204% more likely to engage with a potential employer when they perceive the hiring process to be fair. Companies should use recruiting platforms, such as HireVue, that use industry and organizational psychology to actively combat bias, allowing hiring managers to build and structure interviews with validated questions, to deliver an experience identical to all applicants ensuring consistency and fairness. Ensuring hiring methods are as unbiased as possible will increase the likelihood that top graduating talent will choose to take on a new role within the company.

Location, location, location
Today’s job market has changed for good due to hybrid working. Graduates leaving university have done the majority of their studies remotely and expect their transition into the professional world to be just as flexible. This creates an opportunity for companies to seek talent across the country and improve the level of employees entering the company.

Thanks to remote working, hiring managers in many industries are no longer limited to searching for candidates by local area. The increase in location-independent roles allows recruiting based on job fit and skills, rather than locality. This has a positive outcome for businesses, as hiring managers can attract and recruit the most qualified candidates. Companies need to make sure their hiring managers make the most of it, targeting UK universities, rather than students from the region.

While hiring graduates in 2022 and beyond may require a different approach than in previous years, it also gives companies the opportunity to hire stronger talent than ever before, using younger candidates to fill the gap. growing skills gap. Companies that change and update hiring processes to meet the needs of this group will find themselves with a new batch of graduates bringing immediate value to their company.

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