Kids these days, right? Faces always stuck in their phones. How do students expect to snag a good job if they don’t learn how to relate to people?
Here’s the thing – they are relating to each other. All the time. Students and young job-seekers are always connected to each other, talking about the economy, talking about the job market, and talking about you.
Those faces always stuck on mobile devices? They’re a huge opportunity. The digital information age is a new era for human resources – an era in which you can be perpetually singing the praises of your company to the young masses.
The message though, aye, there’s the rub. What do students want in a company and a job? Do they have the same desires and needs from their employment that their parents held?
Tweak Your Message
It’s the age of analytics. You now have the ability to quickly get feedback on which hiring messages are working and which need a little work.
Take your company’s website. You have the ability to test out multiple job posting messages.
Try developing more than one web page for a particular job. Send some potential recruits to one page, some to another page.
With Google Analytics you can see which version of your postings are having the most click-throughs. Once you have this information you can continue to fine-tune the page that job-seekers prefer, using ongoing analytics to massage your postings into something that are well-nigh irresistible.
Make sure your website, especially your employment pages, are mobile-friendly. Do students, Gen-Xers, and even Baby Boomers a favour, and more importantly do yourself the favour of having your pages show up correctly on mobile devices.
Don’t Embellish – You Will Get Caught
Selling a job as something it’s not is a big no-no. Remember that connectivity – do students share info about their workplace with the whole wide world (a.k.a other job seekers)?
Hook some students in with lies and find out for yourself.
Perk It Up
Have interesting people and/or inspiring people drop by for a chat.
You can go even cheaper (but still have it be meaningful) – allow them to save on commute costs by letting them work from home. Or let them have time off to do volunteer work.
Word will get out that your company is a fun and cool place to work.
Help mould a company that offers students opportunities that their parents might not have had. This can include such enticements as offering in-house training for career advancement, or chances to pow-wow and get advice from the people in the lush corner offices.
Where do students go when they want a place that not just employs them, but cares about helping to build their career? Your company, that’s where.
Make It Matter
“For six in 10 Millennials, a ‘sense of purpose’ is part of the reason they chose to work for their current employers. Among Millennials who are relatively high users of social networking tools (the ‘super-connected Millennials’), there appears to be even greater focus on business purpose; 77 percent of this group report that their company’s purpose was part of the reason they chose to work there…”
What’s your company’s vision? It’s mission? Make it inspiring. Make your recruits feel like they’re more than just employees – they’re crusaders. Show that every single rung in the corporate ladder is important in making this vision happen.
Show your potential talent that they matter in making something important happen.