How to engage with grads when it comes to recruitment

  February 28, 2017



Although the traditional job boards remain a highly effective way to connect with graduate recruits, these days it's far from the only option. In fact with so many new digital avenues available, it's arguably becoming one of the most outdated ways to recruit graduates in today's marketplace, especially if you're looking to hire employees who will game changing employees. These employees are the ones who thrive on new approaches and innovation, so they will be looking out for and intrigued by new ways of connecting with potential employers.



Many companies are starting to embrace this new method of attracting and recruiting younger workers. Some examples you may have seen is the use of games and interactive assessments to help with the initial selection process; because it is presented in a friendly game based format, individuals are more relaxed and able to shine, and those that don't feel less dejected when they are informed they might not be right for a role. Other methods organisations are using include the use of social media and mobile applications to connect with and recruit graduates. Promoting jobs on Twitter is a fairly old-hat approach, but still very successful, and now a lot of businesses encourage the use of resources such as WhatsApp, where potential candidates can easily get in touch with employers to ask questions, send snapshot resumes, and generally keep in touch with the company throughout the recruitment process.



While some businesses will view this approach as pandering to the younger generation, and therefore a waste of time, the truth is that in order for it to be effective, graduate recruitment (and indeed all recruitment) needs to change, and this gradual switch to more interactive methods is an important step in this. Not only does it actively help increase the chances of actually hiring individuals who are a good fit for your company (because you are getting to know them better, and therefore spending more time making sure it's a mutually beneficial relationship), but you are also making it a more positive experience for the candaiates. Now, some companies have little consideration for the candidates they interview, and actually seem to go out of their way to make it as difficult, stressful and unpleasant as possible. But in reality that's not helping anyone, not only is it virtually guaranteeing that you won't get the best performance from candidates (and therefore potentially miss a diamond in the rough), but it means that if they talk to their friends, they are hardly going to recommend you as a company to apply for. And with graduates becoming increasingly picky about who they choose to work for, a positive recommendation is highly important in making sure people continue to want to work for your business.

While not all organisations will be in a position to implement new and radical approaches to recruitment, even small steps to make the experience more enjoyable for candidates will go an extremely long way to helping you get the best from people who apply, and therefore make sure you have a better chance of hiring the right individual.