recruiting top talent and hiring interns
DESCRIPTION
Are your recruiting goals and methods inline with the personality and goals of graduating University seniors?TRANSCRIPT
RECRUITING TOP TALENT AND HIRING INTERNS
Agenda
Ideal Candidate Characteristics Today’s College Students - Who are they
and what do they want? Research on Student’s Approaches and
Attitudes toward the Job Market Successful Recruiting Strategies
Who is Your Company’s Ideal Candidate?
Activity:
The Perfect Candidate
Communication Skills
Strong Work Ethic Teamwork Skills Initiative Interpersonal Skills Problem-Solving
Skills Analytical Skills Flexibility/
Adaptability Computer Skills Technical Skills
Detail-Oriented Organizational
Skills Leadership Skills Self-Confidence Friendly/Outgoing Tactfulness Creativity Strategic Planning
Skills Entrepreneurial
Skills Sense of Humor
Ideal Candidate vs. Perfect Candidate
Leadership Experience Major High GPA (3.0 or above) Involvement in Extracurricular Activities Volunteer Work School Attended
1/3 prefer a candidate with internship over a student without one
Today’s Students – Who are they? Class of 2009
They don't remember when "cut and paste" involved scissors.
With little need to practice, most of them do not know how to tie a tie.
They learned to count with Lotus 1-2-3. They may have fallen asleep playing with
their Gameboys in the crib. They have always been challenged to
distinguish between news and entertainment on cable TV.
Source: Beliot College Mindset List (November 2008)
Identify traits/characteristics of Generation Y
Activity:
Generation Y
Personal relationships are important Diverse and more global in nature Multi-task & communicate in various
ways Programmed with activities since toddler
years High expectations of self and employers Expect instant gratification Work to live and expect work/life balance Expect to work smarter not harder or
longer
Today’s Students Workplace Differences
Workplace Dimension Generation Y (1982 – 2000)
Career Goals Build a parallel career
Work Style Work to deadlines, not schedules
Authority & Leadership Value autonomy
Communication Casual & Direct; eager to please
Feedback At a Push of a Button
Loyalty To the People involved in the Project
Technology What else is there?
Training Continuous Learning is a Way of Life
Rewards & Recognition Work that has Meaning; Instant Gratification
Work-Life Balance Blend Personal Life into Work
Job Changing Part of Daily Routine
Campus Life vs. Business World Freedom Choices Impact
Individual Strong Peer
Network No Limits Informal Casual Dress Campus Conduct Self-sufficient
Accountability Choices Impact
Business Business Networks Limits and Processes Formal Business Appropriate Professional Conduct Synergistic
Relationships
What do they want?
Opportunity to Advancement Job Security Quality of the Insurance/Benefits Package Friendly Co-workers Job Location Opportunity for Personal Development High Starting Salary Recognition Opportunity for Creativity Clear Assignments
Moving On 2008 – NACE Research
Goals of Survey Plans immediately after graduation Strategies & tactics used to obtain
employment Attitudes & preferences regarding work,
potential employers, & attributes of the job
Survey Participates
375 Schools in 45 States More than 19,000 students (11,000 are graduating
seniors) Geographic Location of Respondents
25 % Northeast 26 % South 27 % Midwest 22 % West
Ethnic 25 % of respondents identified themselves as minorities
Gender 68 % Female (represent 57% of nation’s college student
body) 32 % Female
Post-Graduation Plans
Count Percent
Work- Private Industry 4,740 45.0%Go to graduate or professional school 2,503 23.8%
Begin my own business 230 22.2%
Work- Nonprofit 1,469 13.9%
Work- Government 934 8.9%
Take time off 482 4.6%
Other 134 1.3%
Work- Military 44 0.4%
Total 10,536 100.0%
Internship or Co-op Experience
Figure 49: Have you had an internship or co-op? Count PercentYes, Internship 5,273 50.1%Yes, Co-op 387 3.7%Yes, Both 329 3.1%No 4,526 43.0%
Total 10,515 100.0%
Figure 50: Offered a job through internship or co-op?(Interns and Co-ops) Count PercentYes 1,865 31.3%No 4,096 68.7%
Total 5,961 100.0%
Parental Involvement
Figure 57: Invite parents to orientation
CountPercen
t
Yes 29 0.7%
No 4,087 99.3%
Total 4,116100.0
%
Figure 59: Invite parents to interview
Count Percent
Yes 17 0.4%
No 4,100 99.6%
Salary Expectations by Industry & Gender
Targeted Industry Female/Median Male/MedianAccounting $42,500 $47,500Advertising $32,500 $37,500Consulting $37,500 $47,500Education $32,500 $32,500Engineering $52,500 $57,500Finance $42,500 $47,500Health $37,500 $42,500Hospitality $32,500 $37,500IT $37,500 $47,500Manufacturing $37,500 $47,500
How long will you stay with 1st employer?
Count PercentLess than 2 years 1,533 14.6%2-5 years 3,964 37.8%More than 5 years, but 583 5.6%less than 10 years 10 or more years 718 6.8%No clear expectation 3,695 35.2%
Total 1,903 100.0%
Weekly Work Hours
Count Percent40 hrs or less 1,396 13.3%41 to 50 hrs 6,402 61.0%51 to 60 hrs 1,943 18.5%More than 60 hrs 756 7.2%
Total 10,497 100.0%
Work-Life Traits, Percent Reporst as More Important Than the Job, 2008
Religion
Fam
ily
Ethics
Comm
unity
Happine
ss
Free
Tim
e
Vaca
tion
...
Health
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
32.5%
83.6%
77.3%
24.7%
73.5%
28.3%
22.2%
81.9%
Work-Life Traits
Perc
ent
Employer Attributes
Opportunity for Advancement
Job Security Quality of Insurance
Package Friendly Co-Workers Job Location Opportunity for
Personal Development High Starting Salary Recognition
Opportunity for Creativity
Clear Assignments Casual Work
Atmosphere Diverse Work Force Active in Community Signing Bonus Recognized
Company Name
“People leave managers, not companies”- The Gallup Organization
What does this mean to recruiting?
Candidates’ Job Search Strategies Company Web Sites Career Center Commercial Search
Sites Networking Career Fairs Company Reps Employer Info
Sessions Recruitment
Brochures
Newspaper Ads Employment
Agencies Career Center
Print Postings Professional
Associations Virtual Job Fairs Company Podcasts
Social Networking Sites
Do you use them? Do you feel it is another avenue to
reach your target audience?
The Candidate Centered Approach
Recruiting is like SELLING!!!
Strategies to Recruit Gen Y
Candidate Centered Approach Communicate Clear Career Timelines Highlight the “Bigger than You” Picture Present Corporate Hierarchy Promote Work-Life Balance Utilize Internship Program Ensure Candidate Culture Fit Brand of Company
Good Recruiting is all about RELATIONSHIPS!!!
Engage and Retain Gen Y
Immediate Orientation & Development “Hands On but Not a Micro-Manager”
Management Style Work Place Flexibility Teamwork/Work Diversity Recognition Compensation and Benefits
Conclusion
Remember Your Ideal Candidate Characteristics
Today’s College Students - Who are they and what do they want?
Research on Student’s Approaches and Attitudes toward the Job Market
Successful Recruiting Strategies
Nancy Bernard, [email protected]
Holly Holman, Internship [email protected]
303 Mary Martin HallAuburn University(334) 844-4744
Questions???