When you are searching for the latest college grads that will best represent your company in the short and long term, what process do you put in place to help you discover who will be the right fit for your team?
Remember it's not always about the degree that a job candidate received. What’s more important is their ability to translate personal and relatable experiences outside of the classroom and (ideally) integrate organically within your company's culture, mission and purpose.
Here are 16 tips, courtesy of Forbes Human Resources Council members, to assist hiring managers with finding top grad talent who are able (and willing) to meet their business needs and excited about their journey to learn and grow with the establishment.
Forbes Human Resources Council members share their advice.
Photos courtesy of individual members.1. Be Excited To Mold Future Leaders
Keep in mind that you are looking for skills learned while in school and culture fit. You are not going to find someone who already has experience. This is your opportunity to mold these new grads into experts in your organization and provide them with a path to leadership. - Amanda Stanzione, 360 Talent
2. Provide Diverse Pathways, Equity And Inclusiveness
Diversify your pathways to expose and access the power of underrepresented communities and professionals. Employers need to build consistent outreach programs that build community access and pathways to the talent that is hidden and lacks access. After all, it is the responsibility of employers to expose and provide access to opportunities. - Chandran Fernando, Matrix360 Inc.
3. Partner With Higher-Learning Institutions
Having a great relationship with top colleges in your area is essential. Participating in college information sessions, networking events and even sponsoring fraternity get-togethers make a great recruitment tool for building your company's brand. This way, students, especially top-tier grads, become familiar with your organization. - Jenny Bode, Commercial Bank of California
4. Ensure Candidate Growth Opportunities
Ensure you have mapped out at least three opportunities for growth, either up or sideways, before you even make an offer. You need the courage or the time to prepare for such knowledge-thirsty and highly ambitious people—otherwise, you may attract them in the first place but lose them even faster. - Tatjana Tasan, MEETYOO
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5. Explore What A Candidate Offers Beyond Their Degree
Most college graduates hold similar qualifications: a degree. But degree titles and GPAs often fail as performance predictors, making distinguishing amongst the talent a mind game for recruiters. Employers must ask whether this applicant has the skills for the job. It’s scientifically proven that by taking a skills-first approach to hiring, recruiters can identify who will best add value to their company. - Maxime Legardez Coquin, Maki People
6. Gather Feedback From Your Current Staff
Attracting top talent is a complex and ever-changing proposition. One tip is to listen to your existing C-suite, direct reports and experts in the industry, then create a scorecard for the most important attributes. Oftentimes, you only find what you are searching for, so it is critical to listen and identify what criteria are important in searching for and selecting top talent. - Bryan Ignozzi, Raines International
7. Look At The Whole Person
Try a holistic approach when considering hiring grad talent. Consider not only grades but also the employee's education lifecycle and experiences because students come from various backgrounds. Some students have to work full-time to make ends meet during college, which affects their grades. Looking at the whole person will allow the hiring manager to see the candidate's initiative and true character. - Rosie Dominic, Century Martial Arts
8. Assess Your Company's Health and Wellness Support
To attract the best candidates, employers must be equipped to provide wellness offerings. New graduates who live in what is perceived to be a savvy and wellness-conscious Gen Z generation spent half their college career in a pandemic. Top talent will be looking for employers that can accommodate their unique health and wellness needs, be it medical care, counseling, fitness, nutrition services and more. - Nikki Salenetri, Gympass
9. Present The Best Possible Brand Reputation
In order to attract the top talent graduating from universities these days, you must pay attention to your corporate culture. New grads are factoring in an employer’s brand more and more into their decision to join a company. They look for alignment with the mission, vision and work culture of the company. - David Windley, IQTalent Partners, Inc.
10. Be Proactive In Offering A Range Of Benefit Options
Be sure your mission, values and employee value proposition all align with the younger generations just starting out in the workforce. Put in place ongoing learning and mentorship programs with more senior employees. Also, ensure that your benefits are tailored to meet their needs as they journey through life. They may not need elder care or family benefits yet, but it will provide peace of mind to know it will be there when they do. - Katie Lynch, Apiary Life
11. Be Transparent About Pay Equity
Employers looking to attract top-grade talent amid the "Great Resignation" must prioritize pay transparency. By including salary ranges in job listings or being upfront about compensation early in the interview process, hiring managers are more likely to attract applicants who are truly interested in the role, more likely to accept a job and more likely to stay for the long term. - Tanya Jansen, beqom
12. Engage With Third-Year Students
Establish a relationship with the universities and colleges you are excited to recruit from, focusing on third-year students or those who have completed at least one year of courses in their major. Send your organization's SMEs to speak with students or do guest lectures for third-year students. Offer paid internships to third-year students interested in a career within your industry. - Alexandria Brown, Transmission
13. Create A Financial Wellness Program For All Employees
Focus on the specific needs of recent college grads, as employees' needs may vary based on life stage. For example, paying off student loans may be important for this group. Finances are top of mind for Gen Z with 65% saying employers should help them with financial wellness. Personalized and customizable benefits that support employees no matter where they are in their financial journey are key. - Neha Mirchandani, BrightPlan
14. Leverage Social Media Outreach
Ask what they’ve done outside of academia. Someone who is enthusiastic and has passions outside of school or work can translate into a balanced team member. Education is great but the experience is of equal and sometimes greater value. Also, leverage social media to show off your employer's brand, as this will help attract authentic candidates that are also in search of your culture and values. - Debora Roland, CareerArc
15. Focus On Candidates Who Are Open And Willing To Learn
Look for grads who are open to learning something new. Seasoned candidates know each company and the position comes with ramp-up time, training and learning its operations. Graduating and immediately stepping into another learning environment can frustrate some people but those who have a passion and eagerness to be at your company will openly approach the learning experience. - Niki Jorgensen, Insperity
16. Be Remote (And Hybrid) Work Friendly
Location agnostic hiring is a great way to find top talent in new college graduates because they are able to hire from anywhere in the world. In fact, my company’s recent Adapt survey found that 80% of employees agree that teams should be built on experience and skills, not location. Overall, talent should be more important to employers than location, and those that say “no” to remote work will lose top talent. - Shawn Farshchi, Topia
