3 Tips for Attracting Recent Graduates to Your Job Openings

3 Tips for Attracting Recent Graduates to Your Job Openings Did you know there are benefits to hiring recent college graduates? They’re cost-effective, impressionable, and eager to work. However, winning over attractive candidates that every other business is going after can be a challenge. Rudimentary recruiting strategies no longer work. Today’s most talented and qualified college graduates are getting offers from multiple companies before they even finish school. In order to get your name in the running for these individuals, you have to step up your game and become more strategic in how you approach and lure them into the fold. 1. Offer Perks Millennials view their jobs as a part of their life â€" not something that they do from 9 a.m. to 5 p.m. There’s not as much desire to separate work and personal life. Instead, today’s millennial employees would prefer that the two naturally merge and balance one another out. One way to attract recent college grads to your organization is to offer perks and benefits that make life easier on employees. For example, you might consider purchasing brand new smartphones for your new hires. To your organization, a cell phone and accompanying plan only costs a few hundred dollars per year. To a candidate, it could be an influential factor that encourages him to choose your company over a competing company. 2. Encourage Flexibility If you think today’s college graduates are only enticed by dollar signs, think again. Many are actually more interested in flexibility. According to a recent study of millennials, 37 percent of participants said they would take a 6 to 12 percent pay cut if an employer offered flexible hours. The awesome thing about flexible hours is that it’s a whole lot more practical now than it was a decade ago. With connected devices, cloud software, and other remote working technologies, employees can usually work from home just as easily as they can in the office. Are there ways you can encourage flexibility in your organization? 3. Sell the Culture When you think about what it would be like to work for a company like Google, what comes to mind? In all likelihood, you picture generous perks, a casual dress code, free meals, napping stations, and flexible scheduling. Why do all of these things come to mind? Because Google has made a commitment to selling its company culture to those in the job market. While you might not have the same brand recognition as Google, you should still make a commitment to selling your company culture. Word travels fast and people will notice what you’re doing. An investment in recruitment advertising may be worth looking into, but make sure you’re doing it for the right reasons. “Note that the goal of recruitment advertising is not simply to attract candidates based on your companys advantages, but also to give candidates a realistic cultural preview,” explains Steven Hunt, Ph.D. “The purpose of recruiting is to sell the job to the kinds of people who will flourish in your company. The best recruitment advertising attracts good candidates while simultaneously discouraging applicants who would not fit in with the company culture.” Become a More Strategic Recruiter Most talented college graduates aren’t going to knock your door down and beg for a chance. In fact, they often expect employers to take on this role. As you look to enhance your organization’s talent, you need to adopt a more strategic approach. The tips outlined in this article should help you compete for the candidates that you want most. About the author:  Larry Alton is an independent business consultant specializing in social media trends, business, and entrepreneurship.