{"id":14777,"date":"2015-10-08T10:00:16","date_gmt":"2015-10-08T10:00:16","guid":{"rendered":"http:\/\/www.discovery-graduates.com\/?p=3194"},"modified":"2015-10-08T10:00:16","modified_gmt":"2015-10-08T10:00:16","slug":"five-ways-you-can-win-the-graduate-talent-war","status":"publish","type":"post","link":"https:\/\/discovery-adr.com\/us\/five-ways-you-can-win-the-graduate-talent-war\/","title":{"rendered":"Five ways you can win the graduate talent war"},"content":{"rendered":"

\"Grad-Job-blackboard-620\"<\/a><\/strong><\/p>\n

The graduate talent market is getting more competitive by the day, with skilled graduates leaving university with any number of employers looking to recruit them. However, in order to really stand out from the crowd and attract these talented individuals, firms need to up their game.<\/p>\n

Skilled graduates now have employers queueing up to take them on board, as they\u2019re now equipped with the skills and experience the 21st Century workforce is in desperate need for.<\/p>\n

The key to attracting the very best talent is to use your existing culture and employees to do the work for you; it doesn\u2019t have to be complicated.<\/p>\n

Thanks to the world of social media, job boards and the likes of LinkedIn and Glassdoor, it\u2019s easy for these graduates to see what your company is really like and what it would be like to work for you \u2013 the good and bad. Believe it or not, your current employees are your chief talent officers, however in order to do this you must get them to spread the word about how fabulous you are and how great it is to be a part of your company. This can be the hard bit.<\/p>\n

If your current members of staff don\u2019t believe in what you promote then you don\u2019t stand a chance in the war for talent.<\/p>\n

To help you get your employees involved in attracting the very best graduates, here are five sure-fire steps to get you to the finish line:<\/p>\n

    \n
  1. Earned Value Professional (EVP)<\/strong><\/li>\n<\/ol>\n

    The lines between businesses, brand and stakeholders are beginning to blur \u2013 with future employees being today\u2019s customers and in some cases even competitors. This therefore means that a brand must work both internally and externally to be successful.<\/p>\n

    The EVP must clearly state why someone should join \u2013 and remain \u2013 with your firm. This helps employees understand what is expected of them in terms of culture, leadership, style and career development.<\/p>\n

    In other words, your managers need to add a little marketing to their role.<\/p>\n

      \n
    1. Purpose over profit every time<\/strong><\/li>\n<\/ol>\n

      Graduates leaving university today are looking for a firm that has a clear sense of purpose that will provide them with a role that has meaning and gives function to their lives. A business than can clearly demonstrate and articulate why it exists and its role in the world is guaranteed to stand out to these individuals.<\/p>\n

      In fact, firms that clearly define their purpose are viewed four times more favorably than those who don\u2019t. This therefore makes them a desirable place to work \u2013not just for graduates, but for everyone. It is imperative to the success of your business.<\/p>\n

        \n
      1. They\u2019re people not just employees<\/strong><\/li>\n<\/ol>\n

        Today\u2019s graduates are from the millennial generation and interestingly, this group of individuals are known for blurring the lines between work and life. In other words, they want more from their job \u2013 and not just salary wise.<\/p>\n

        Employers who are aware of this are beginning to introduce a more flexible approach to business and working life. They are doing this by allowing their team of employees to contribute to the organization in a more human way \u2013 treating people as people and not just employees. By doing this you will ensure your business maintains a human feel and is therefore attractive to new skilled workers entering the workforce.<\/p>\n

          \n
        1. Let your staff do the talking<\/strong><\/li>\n<\/ol>\n

          In order to attract the best talent you must also keep the best talent. This means you should be comfortable with them taking and sharing information about the company. In fact, you should be actively encouraging them to share real experiences on social media and with friends and family.<\/p>\n

          For example, if they\u2019ve just had to complete a training course \u2013 get them to spread this. Meanwhile, if you\u2019ve all just taken part in a charity event, write a blog about it and get them to share it! Don\u2019t just give your business a corporate spin, but a human one too.<\/p>\n

            \n
          1. Create tools and platforms people want to use<\/strong><\/li>\n<\/ol>\n

            Understand and monitor the different social media channels like LinkedIn and Twitter and look at the conversations that are taking place. There are clear benefits to participating in these conversations, for example, this is the perfect way to attract interested recruiters.<\/p>\n

            It\u2019s vital that you get the culture just right in your workplace in order to ensure your current employees promote you in a natural, organic way and future graduates aspire to work for you. No matter the size of your business, you will have no problem winning the war for talent if you ensure your brand speaks for itself.<\/p>","protected":false},"excerpt":{"rendered":"

            The graduate talent market is getting more competitive by the day, with skilled graduates leaving university with any number of employers looking to recruit them. However, in order to really stand out from the crowd and attract these talented individuals, firms need to up their game. Skilled graduates now have employers queueing up to take […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_breakdance_hide_in_design_set":false,"_breakdance_tags":"","footnotes":"","_members_access_role":[],"_members_access_error":""},"categories":[20,21],"tags":[],"class_list":["post-14777","post","type-post","status-publish","format-standard","hentry","category-blog","category-employer-news"],"acf":[],"_links":{"self":[{"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/posts\/14777","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/comments?post=14777"}],"version-history":[{"count":0,"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/posts\/14777\/revisions"}],"wp:attachment":[{"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/media?parent=14777"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/categories?post=14777"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/discovery-adr.com\/us\/wp-json\/wp\/v2\/tags?post=14777"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}