19 Jun Is There a Better Way to Recruit Emerging Young Talent?
I remember at 18 years old my dad sitting me down and asking me if I wanted to go to University or if I wanted to get a job? I remember being really surprised at this question because, of course I would go to university, right? I didn’t even question it. But, why didn’t I?
It’s all too easy for the millennials now to get swept along in the crowd of what everyone else is doing and what you think you should be doing, especially now in the age of social media where you are shown ‘the perfect way’.
The assumption of the best route into a job needs to be questioned.
This is where companies are finding it increasingly difficult to differentiate between candidates to find the right ones for their business. Years ago, university results were thought to be both the most reliable predictor of job performance and the most effective way of cutting down a large volume of applications. But now it is not. It’s not enough anymore to simply take the ‘cream of the crop’ – those that graduate from the top universities with first class degrees – are these people going to give you what you need? Does academic success mean that they’ll be a great asset to your business? Or is it time to look at the person and move out the box?
Perhaps it’s time to go back to basics a little? In this Blog, we’ll be looking at the millennials and how best to recruit them. We’ll also look at this from a company’s perspective and offer alternatives ideas on recruiting the best emerging young talent.
In the UK and the US, 70% of Millennials are “unhappy in their jobs” and a lot of young people cite not fitting in with the culture as the number one reason they leave, or want to leave. According to a recent report, a whopping 25% of new graduate recruits are leaving within one year because they are unhappy.
The average graduate goes through 22 applications over a five-month period. These involve lengthy application forms, an onslaught of psychometric tests, followed by a series of interviews and assessments. Almost none of them give feedback.
So, what is it about this new type of candidate that’s just not making them the right person for their roles and causing them to be unhappy?
It’s a stereotypical view but statistics have shown millennials to be overconfident and have very high expectations about their first job after graduation. Often, they have no real-world experience and social media often paints a very different world to reality. This makes it very difficult for them to step into a job and feel comfortable in their surroundings.
According to Heartland Monitor Poll XXIII, a significantly huge 78% of people claimed that it’s harder for young people to get started today than it was in previous generations. This is down to the rising cost of education, the sheer amount of people graduating from universities and there’s a wider skills gap for workers, making it harder to find an entry point. The millennial unemployment rate stands at 12.8 percent, compared to the national average of 4.9 percent. (Millennial jobs report 2016)
There needs to be a change, so that these millennials don’t become disheartened with the real world when they graduate, so that they are guided towards careers that they will be suited to and to stop the arbitrary application process that is neither helpful or fruitful for either candidate or company.
93% of employers believe that critical thinking, communication, and problem-solving skills are more important than a job candidate’s undergraduate field of study. Furthermore, 95% of employers are looking for candidates whose skills translate into out-of-the-box thinking and innovation. (Wall Street Journal) So why then do they discount the thousands of people that 1) don’t go to university at all, 2) Don’t get a 2:1 or higher, or 3) Don’t go to the ‘best’ universities? That’s about 950,000 people that aren’t even getting through the first gateway every year meaning that there are millions of talented young people out there that nobody is even looking at.
We know that universities can provide our young adults with a wonderfully rich experience of life, independence and learning about themselves, but surely the same can be said for working as an apprentice in a field they love?
14% of employers are reporting a skills gap in their workforce (CIPD) and this will have a very real impact in the business world.
It’s not all doom and gloom. Here at The Talent Group we believe that the opportunity to close this skills gap by looking outside the box is huge.
In our last blog, we looked at technology and how companies and recruiters must champion the changes and opportunities it brings us. This is part of the solution. by embracing these technology advancements, data needs to be gathered intelligently about candidates.
Your company and the recruiters that you hire to find your future talent, must be open and have the ability to recruit talent from much wider pool, those with the traits which are matched to your business and indeed the role. Of course, don’t discount those with degrees, but by looking beyond them, you will find a completely new and diverse set of talent who are also hungry, enthusiastic and perhaps more suited to what you need; be bold; step outside that box.