Are you ready for college hiring season?
It’s that time of year again and freshly-minted college grads will soon be flooding employers with resumes and applications (if they haven’t started already). While the prospect of plucking a talented new candidate right out of school is exciting, the process can be daunting for technical hiring teams.
Many technical recruiters and hiring managers are faced with the prospect of thousands of resumes to review with few resources to manage the workload and the added stress of knowing if they can’t speed candidates through the process, other companies will attract the top talent.
As career fair season kicks off and with graduation right around the corner, we wanted to share some tips for recruiters and HR teams to help effectively manage the increase in applications and interest while still providing a positive experience for candidates.
Update your job descriptions
Today’s college students are looking for a lot more than high pay and fancy perks. They’re interested in companies that can provide a rich, diverse culture that fosters opportunities for development and growth. Take that into account when drafting your job descriptions and be sure to highlight company culture in addition to the basics of the role.
Additionally, be mindful of your word choices in job descriptions. Studies show that certain words can discourage some candidates from applying while being more appealing for others. To help assure that you’re attracting a diverse set of candidates, make sure you’re using as much gender-neutral phrasing as possible.
Clearly outline the hiring process
One of the best things you can do for both yourself and potential candidates, is to make sure that they’re well prepared for the hiring process.
Consider providing extra materials prospective candidates can take with them (or include with job descriptions) that outline each step of the process, including what’s involved, who they’ll be interacting with, and how long each step will take.
Get Lytmus’s stories in your inbox
Join Medium for free to get updates from this writer.
When candidates know what to expect they’ll feel much more at ease with the process and are less likely to reach out to you for updates, freeing you up to focus on choosing the candidates.
Consider not accepting resumes
Prospective candidates will likely be ready with resumes and cover letters in hand, but if you want to save everyone some time and effort up front, consider asking applicants to complete a take-home assessment first, rather than leaving their resume with you.
This makes it much faster and easier for employers to determine if a candidate has the requisite skills to succeed in the role. After they’ve completed the assessment and you’re interested in learning more, then you can proceed with a more formal application process only for qualified candidates.
Follow up
Once you’ve started sifting through all your potential candidates be sure to follow up with each and every one of them, regardless of your decision. Candidates expect to hear back from potential employers and hearing nothing at all or delayed communication will give a negative impression of the company. Even if a candidate isn’t right for a role now, they may be in the future so their impression of the company is an important consideration.
Hiring for the future
As the hiring landscape continues to become more competitive, it’s important to revisit your hiring strategy on a regular basis, whether it’s for new college graduates or experienced hires. Keeping the candidate at the center of your process is a great way to put your best foot forward and attract top talent.
Want to learn more about Lytmus?
If you’d like to learn more about Lytmus and how the platform can help you hire better candidates fast, contact us to request a free demo.
