4 Steps to Building a New Graduate Recruitment Pipeline
Consider these key steps to attract emerging talent and get the most out of your global recruitment pipeline.
Remote work now and then:
Fixed schedules were the norm before and at the beginning of the pandemic. However, the 9-5 workday is slowly disappearing. In fact, 80 percent of workers say they would turn down a job with a fixed schedule.
Ninety-five percent of employees prefer flexible working hours. They want to adapt their schedule to their needs, and enjoy an improved work-life balance. Also, 81 percent of employees said they would be more loyal to their employers if they had flexible work options.
2019 - 2020
2. Work Arrangements
Less than 8 percent of the world's workforce (260 million workers) worked from home prior to the pandemic. However, during the pandemic, travel restrictions prevented employees from leaving their hometowns to work from other locations.
Globally, 16 percent of companies are fully remote and have work-from-anywhere policies. With fewer travel restrictions, employees are increasingly choosing to work from other locations or even travel while they work.
4. Employee Mobility
During the pandemic, 47.4 million workers quit their jobs. Two of the top reasons for this massive resignation was job dissatisfaction and poor employee experience.
Globally, 74 percent of workers claim to be satisfied with their jobs in 2022. A positive employee experience is fundamental to attracting and retaining top talent. In fact, companies can achieve
59 percent less turnover.
3. Job Satisfaction
Companies incentivized employees with office perks such as free in-office coffee, snacks, and games. Employees highly valued these perks when they would work in the office every day.
In today's remote work era,
these perks are outdated with
57 percent of employees agreeing they no longer value workplace-related benefits like they used to. Employees now seek benefits like wellness programs, learning development opportunities, a home office budget, and extended paid time off to accommodate their evolving individual needs.
8. Employee Benefits
Employees attended approximately 5.9 meetings a week prior to the pandemic, with an average weekly meeting time of 2.7 hours.
The number of weekly meetings increased to 6.9 in 2022, but
the average weekly meeting total decreased slightly to 2.5 hours.
5. Team Meetings
was the traditional form of communication. This method involves interactions that are scheduled and happen in real-time, requiring immediate responses.
Asynchronous communication is beneficial for distributed teams across time zones. This type of communication is preferred by 52 percent of employees, as it happens in the employees' own time, and saves around 2-3.5 hours a day.
Forty-two percent of professionals were micromanaged more while working from home, compared to when they worked in the office. Micromanagement has a negative impact on communication and collaboration and can disrupt team connectivity, morale, and accountability.
About 27 percent of employees say one of the main causes of frustration with their jobs in 2022 is micromanagement – a significant decrease since 2020. Many companies are increasingly prioritizing worker autonomy, as it is key for building successful remote teams and improving employee productivity, work quality, job satisfaction, and engagement.
7. Worker Autonomy
In 2022, 48 percent of employees work remotely. However, nearly
50 percent were required to go back to the office at the beginning of 2022 and another 48 percent prefer a hybrid work model over remote work.
Our mission at G-P is to create a world that taps into the fullest of human potential by making it fast and easy for companies to hire anyone, anywhere — regardless of geography.
Thanks to our #1 global employment solution, G-P Meridian Suite, you can enrich your teams with energized and skilled global talent in just a few clicks. Build your solution, your way, and begin recruiting, hiring, and managing employees and contractors in 180+ countries in minutes, not months.
START HIRING GLOBAL TALENT TODAY
Only 30 percent of
employees worked remotely
before the pandemic.
This number increased to 64 percent during the lockdowns because offices were closed.
A rise in job openings and an ongoing struggle to secure top talent have made many companies reassess their recruitment pipeline to compete in today’s dynamic employment market. In fact, according to LinkedIn, businesses are “facing massive gaps for vital future skills.” To stay abreast of current trends, employers are veering towards untapped talent pools, such as recent college graduates, to help carry out a wide range of tasks as interns or part-time workers.
But how can companies revamp their recruitment strategy to attract recent graduates?
At G-P, we understand the challenges companies face when attempting to source talent, which is why we recommend four key steps to help you build a sound recruitment plan and further innovate your hiring processes.
If you’re looking for an effective way to recruit talent, you must first plan. A talent gap assessment can help you forecast short- and long-term hiring needs based on your company’s business goals.
For example, does your team need a senior, full-time professional, or could your business benefit from a highly motivated, yet less experienced, graduate?
Taking on emerging talent can offer your company monetary savings, but also the opportunity to nurture and mentor future leaders.
Make sure HR, recruitment, and people managers are all on the same page and understand what your company truly needs.
5 strategies to Build a Pipeline of Diverse New Grad Talent - OneReq
The 6 Benefits of Hiring Graduates (theundercoverrecruiter.com)
The Ultimate University Student Recruitment Plan [Guide] | Full Fabric
8 Hiring & Recruiting Trends for 2022 | Paychex
2. Broaden your search.
Hiring recent graduates is an effective way to broaden your talent pool and diversify your workforce.
Businesses can take it one step further by sourcing graduates internationally. Work with HR and recruiters to pinpoint talent hubs based on your industry and unique needs. To narrow your search, try exploring some of the most highly educated regions, such as South Korea, Japan, or Luxembourg.
This will ensure a recruitment pipeline your company can tap into when new workers are needed, while also providing a rich reserve of graduates eager and motivated to join your company.
4. Develop a talent assessment strategy.
Keep your company’s talent pipeline fresh and current by imbedding a talent assessment strategy to identify potential hires and contacts.
At G-P, we are constantly developing innovative ways to attract and engage emerging talent. In 2021, we conducted our first internship program in Galway, Ireland. Since its launch, several interns have been offered full-time positions at G-P. This positive outcome has motivated us to expand the program to other regions and business units.
Hiring new graduates as contractors for specific projects is also a great way for companies to evaluate if new team members are a good fit — without the added pressure and commitment of onboarding them as employees for a part-time or full-time position.
A successful recruitment strategy relies heavily on a company’s ability to establish, nurture, and manage relationships.
HR and recruitment managers can drive engagement with recent graduates by:
All in all, the more well-rounded and diverse your list of contacts is, the better.
3. Fine-tune your candidate outreach.
Research by The Prince’s Trust revealed that 97 percent of graduates expect their future employers to encourage career upskilling.
Did you know?
According to a study by the Institute of Student Employers (ISE), 22 percent of graduates agreed that a complicated or lengthy application process would deter them from applying to a job.
Did you know?
In Australia, the top three graduate employers for 2022 were all tech companies. Tech giants, such as Canva, offer a great first work experience for new graduates.
Did you know?
Adzuna, a job hunter search engine, conducted extensive research and found over 63,000 job openings for new graduates in the U.S. alone.
Did you know?
The future is global.
- Scheduling regular virtual catchups with various college placement offices
- Building a sustainable internship program
- Leveraging entry-level job sites to attract emerging talent to your open positions