Talented students have options: they pull back their arrow and shoot, aiming to stay close to their target. If yours is not a company that piques their interest, they won’t aim in your direction and in a future-ready world, new talent is exactly what companies need to stay current and on-pace.
“On top of having a natural affinity for technology, young workers also bring new viewpoints…Their eagerness to learn, gain experience, and put their talents to use is beneficial for team performance, group dynamics, and productivity.” EI Experience
So… how can you get on their radar? What can you do to ensure the best of this generation is interested in your organization?
Think not what your new hires can do for you, but what you can do for your new hires.
Current students and new alumni are looking to companies not only for work experience, but opportunities for personal growth and professional development in the industry they’re working in. They’re thinking: “What kind of trajectory can this company offer me?” “How is this job preparing me for a successful career?”
A 2024 Handshake blog reports that 87% of undergrads believe learning & development benefits are either important or essential when evaluating a role.
Making mentoring and development benefits/programs visible and transparent from the beginning of your application process can give students who don’t know your brand the motivation to apply for roles.
What counts as a development opportunity, and do we even have any?
Anything that is going to give your new hires the tools and the means to further their success can count as a development opportunity, but you want to make sure what you’re offering is comprehensive and not just a surface-level “Hey, we’re here to help!”
You want to give your new hires guarantees that they will stay well-connected (and not just in their first few months, but beyond that) with resources that can help them be better professionals and better individuals. This might require an internal audit or reflection process on the existing resources and programs you do have, but then share that!
If you’re not sure what kinds of development opportunities you can provide to students, here are some ideas…
Structured Onboarding Programs
Orientation sessions offer detailed introductions to company culture, values, and processes, helping new employees acclimate to their new environment. Training modules, offered either in person or online, provide initial training on job-specific skills and tools, ensuring employees have the necessary knowledge and expertise to perform their roles effectively.
Project management and team-collab software company Basecamp prepares their hires with to-do lists, training schedules, technical documentation, walkthrough videos, and a list of “people to meet.” They ensure their new people have what’s necessary as soon as they start.
Designated Mentors
Assigning one of your new hires to someone who is experienced can help them better acclimate. An internal mentor shouldn’t be in a management relationship with their new hire, but rather willing to have conversations and be a lasting point of contact.
Buffer, a social media management platform, has what they call “Role Buddies” — an individual on the same team of the new hire who meets with the new Bufferoo on Zoom twice a week. They also have “Culture Buddies” who work in a different area of the organization, but can chat about culture-related things and company history and norms.
Workshops and Seminars
Implementing professional development workshops and seminars is a great idea, and not just for first-year employees. Opening them to all employees is going to ensure that everyone within your company feels supported. Anyone can benefit from hearing advice and having go-to guidance.
Asana, a software work management company, uses seminars to cover info from role-specific training all the way to community engagement and social-impact initiatives.
Coaching and Feedback
Scheduled and regular check-ins and performance reviews may be what new hires want most. As a young person starting at a new company, the idea of missing the mark and not performing to the best of one’s ability is daunting.
“Regular follow-ups can help you promptly address any issues and provide ongoing support, thereby enhancing your new hire’s learning experience and job satisfaction… can also be an opportunity for you to gauge the effectiveness of your training approach and make changes if necessary.” Harvard Business Review
Providing continuous feedback sessions on performance and helping new hires understand expectations and areas for improvement is an iterative process, and something Buffer (previously mentioned) is very good about doing. They implemented a roadmap of 30-, 60-, and 90-day goals for each new hire to discuss with management, to ensure their long-term success as well as the company’s.
Networking Opportunities
Bring new hires along to industry conferences and events in their first few months or year at the company… get them immersed in what your company is all about on a wider scale. Also, offer internal networking events! Something to facilitate connections among employees and across departments is attractive to your new hires who are just getting started in the industry.
Patagonia hosts an annual “Employee Summit” where they celebrate individual achievements and reinforce core values.
Work-Life Balance Support
Having flexible work arrangements is always attractive, especially to undergrads and new alumni. Having options for remote work, flexible hours, or compressed workweeks are but a few things to consider implementing. Wellness programs—offering resources and support for mental health and well-being—are also super attractive and contribute to overall career satisfaction.
Cloud collaboration platform Airtable utilizes flexible working hours and remote work options to allow employees to manage their own schedules. They are results-oriented — they care less about tracking hours and more about outcomes, as all future-ready companies should.
Pride yourselves on what you can do for your employees, and make sure you actually have the development opportunities that matter! Push and advertise your opportunities for professional and personal development in the application stages and get your employees onboard from the moment they’re hired.
Not everyone can be a famous brand, but you can be recognized among students for what you bring to the table. Invest in your employees’ growth! It will ultimately lead to a more engaged, skilled, and loyal workforce, positioning your company for sustained success and innovation.
