When Graduates Look to Find Graduate Jobs
With summer rapidly becoming a distant memory and a cohort of new graduates looking to find graduate jobs, Autumn is a common time for professionals and employers to look ahead to the future. That’s one of the reasons we see a bump in activity on LinkedIn towards the end of the summer season, as more members update their profiles and begin considering new opportunities.
In fact, between August and the first two weeks of September 2015 there was a 24% uplift in the average number of jobs posted on LinkedIn in the UK.
Employer branding, the way in which organisations present themselves to potential new candidates, is an increasingly competitive space for companies wanting to attract the right talent.
For a lot of companies however, these ideas are either not properly articulated or poorly communicated, and it could be harming their business. Recent research shows that a massive 58 per cent of professionals worldwide would discount working for a company if they didn’t understand or agree with its values or purpose.
That’s more than half the potential talent pool that employers risk missing out on by not clearly articulating what they stand for.
Despite this, a lot of companies are either not clear on what their values are, or aren’t communicating them effectively. While 91 per cent of recruiters we spoke to say that a clear set of values is important, 39 per cent of businesses don’t mention them on their company website, and only 28 per cent mention them in job adverts. There’s clearly more work to be done.
So when candidates look to find graduate jobs, what can employers do to make sure they’re bridging this gap and helping these potentials know if they’re an employer that they can expect to have a rewarding and fulfilling career with?
1. Know your story inside out
It may sound obvious, but employees place a lot of importance on the values of the company they’re working for, and businesses need to reflect this. If you don’t know what your company stands for, you’re never going to be able to communicate it effectively to your workforce. By gaining insight from current employees, combined with the company culture, you can build a strong employer brand story and ensure it forms the basis of communications across all channels.
2. Build a collaborative culture
Many recruiting and marketing functions don’t work together well (or at all) to promote the company’s employer brand and build a cohesive story. Leaders can help by removing silos within the workplace, bringing employees across practices together, and fostering a collaborative company culture. As a result, your values and vision should become inherent in actions as well as words, and shine through employee engagement at all levels.
3. Go beyond the numbers
Yes, everyone needs to earn a salary that helps them pursue the lifestyle they want. But only a third of professionals state salary and financial benefits as a deciding factor when choosing between two different companies. Don’t forget to emphasise the softer benefits of a role, which is where you can offer a truly unique experience for employees. In particular, employees value the relationships they’ll get the opportunity to build, the diversity of experiences they’ll get to undertake and the work-life balance they can expect.
There clearly exists today a gap between how employees view the values of their company, and how employers are demonstrating and selling these values. By taking these simple steps as a starting point you should be well prepared to recruit the right people align your company vision, whilst simultaneously retaining their top talent.