7 Tips for Recruiting the Class of 2014
Does your credit union have what it takes to attract the best entry-level employees?
For the fifth consecutive year, ConnectEDU and Achievers, a cloud based employee engagement software provider, studied what matters most to the next generation of employees.
The recently released “Class of 2014: Your Next Generation of Top Talent” report revealed that while making a difference and advancement are important, guidance and mentorship from leaders within the organization are equally valued.
More than 15,000 upcoming college graduates were surveyed and 72% of respondents said they were optimistic about their job prospects upon graduation. According to the report, that renewed optimism has resulted in a talent pool that has become more confident and selective in its employer choices.
Here are seven recruiting and retention dos and don’ts:
- Promote your corporate culture to attract top talent who want to be aligned with the company’s objectives.
- Develop an internal referral program to give new graduates a direct way to speak to your company while they’re prospecting for jobs.
- Understand how this year’s shortfall of skilled workers affects your business, opportunities you have for new graduates and where there are leadership gaps that need to be addressed.
- Align employees with your company’s values and discuss them often to bring communication, leadership and culture to the forefront.
- Provide your managers with training so they are equipped to effectively coach the Class of 2014 to meet both personal goals and corporate objectives.
- Create transparency by making information available to all employees, particularly managers so that they can give the meaningful feedback Millennials crave.
- Hold managers accountable for metrics that mark the success of their respective team members.