Insights from the Creating A Consumer-Grade Experience For Early Career Professionals webinar

It’s safe to say that the experience for today’s graduates and early career professionals is unlike any other. From remote graduations, a lack of in-person internship and learning opportunities, and a shift in workplace values, early career professionals are facing an entirely new world of work — and it’s showing. Only 42% of today’s graduates report feeling ready to enter the workforce.

This shift in experiences, expectations, and values has a knock-on effect on HR leaders recruiting the workforce of tomorrow. The demand for early career and graduate talent is at an all-time high, but understanding how to attract the best new talent begins with understanding what that talent is looking for from organizations.

HR leaders and recruitment teams need to come together to look at how they can support early career professionals entering the workforce and how to align their recruiting efforts to appeal to talent who are looking for meaningful work and increasingly interacting with potential employers through digital-first sources. 

To guide hiring teams through the next round of early career recruiting, we curated a panel of industry experts and HR leaders working directly in the space to discuss what early career professionals are looking for from their workplaces, and how to adjust recruiting efforts to create a consumer-grade experience that will support and attract tomorrow’s talent today.

The ‘Creating a consumer-grade experience for early career professionals’ webinar brings together HR experts from Reejig, KPMG, and The Career Conversation to discuss and give insights on:

  • The barriers graduates and early career professionals are facing in 2022 and the impact on candidate expectations
  • How graduate recruitment has evolved and the importance of a consumer-grade experience
  • A consumer-grade recruitment experience in action: Career Co-Pilot

Top advice from our expert panel:

  • Uncomplicate the application experience and focus on what you actually need to know from candidates. The shift from grad fairs to hybrid, or digital-only recruitment is the kick-off hiring teams need to shift their application process. Early career professionals of today are often put off by traditional long-form application processes that rely heavily on educational backgrounds and information organizations aren’t actually using. Reflect on your roles and what skills and education they actually need — that’s the only information you need to ask for!
  • Change your mindset to skills versus education. Graduates and early career professionals of today are harnessed with a wider range of skills and experience than ever before. From soft skills to work experience and side-hustle culture, hiring teams need to look at what they place importance on, and move away from traditional criteria. Look towards the entire skillset a candidate holds and how those skills can be used within your workforce in different roles on a full-picture scale beyond a tertiary education that can eliminate some of your best candidates from the running.
  • Understand what a consumer-grade and hyper-personalization experience actually means and the power behind it. Early career professionals are looking for a career that matches their skills, potential, values, and future career path — and bringing that to them takes a level of personalization, otherwise, you’re asking them to join a role that doesn’t truly apply to them. Hiring teams who can understand the skills and potential talent possess, the current and future career pathways available to them, and where they’re at in their candidate process, can personalize each step of the experience and proactively approach candidates at the right time.
  • Invest in a consumer-grade pre-boarding experience that develops early career skills now, not later. Start designing early career recruitment models with skills development and support in mind, not just for employees but for candidates. Candidates are looking to choose the workplace that will get their careers moving. Start investing in the pre-board experience where you can provide candidates with education to start working on their professional development skills, human skills, or interviewing skills before they even apply for you.
  • Communicate your EVP proactively and at scale. Early career candidates of today are looking increasingly towards the values of the organizations they are applying to work with. Today’s new talent are wanting organizations to communicate their stance on career development, flexibility, working environments, culture, and stability in a way that reaches them before they reach out to you. Find authentic and accessible ways to share your values and EVP to graduates, whether it’s through a career advisor platform, social media, or virtual events that anyone can attend.
  • Increase the visibility and flexibility of your internal career pathways. Career development is a top priority for early career professionals. Giving talent a view into their potential career with you beyond the role they’re applying for shows an early investment in their success. Ask your hiring teams and leaders how easy it is to view an employee’s current career pathway, and how possible it is to view that pathway if new skills are added or internal moves are made. Can you see what internal opportunities an employee can access? Do you have the ability to communicate this not just internally, but externally to candidates?

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