Business: how to attract and recruit young graduates

In an era of rapid change in the job market, recruiting young graduates has become a strategic issue for companies seeking renewal and adaptation in the face of current challenges. These newcomers to the job market, armed with their diplomas and unwavering motivation, are looking for opportunities that offer more than just a job. They are looking for a mission, a meaning in their career, and a place where their skills and their potential can be fully exploited.

Faced with this new reality, how can human resources implement effective strategies to attract, hire and integrate these profiles that are essential to growth and innovation within their company?

This article plunges into the heart of this problem, by analyzing the key factors that influence the choice of these young talents. Discover practical advice and proven strategies to position yourself as an employer of choice for the next generation and ensure the future of your business in a constantly changing professional world.

1 - Understanding the expectations of young graduates

1.1 - The change in career aspirations

The career aspirations of today's young people differ greatly from those of previous generations. The search for meaning at work, the alignment of personal values with those of the company, and a strong societal commitment are at the heart of their concerns.

These young graduates are looking for companies that not only talk about social responsibility, but that actively integrate it into their business model. It's no longer just about getting a job, but about contributing to a bigger goal that has a positive impact on society.

1.2 - Salary expectations and career progression

Salary and career prospects remain important criteria for young graduates. However, their expectations are not limited to remuneration. They are looking for environments where they can learn, grow, and evolve quickly. Larger companies often offer higher salaries and well-defined career paths.

On the other hand, startups can attract these young talents through their dynamism, flexibility, and the possibility of having a visible and rapid impact within the organization. The solution for businesses is to clearly communicate what they can offer in terms of professional development and financial rewards.

1.3 - The importance of autonomy and diversity

In today's professional world, autonomy is an essential criterion for young graduates looking to join a company. They prefer positions where they can take initiatives, manage their own projects, and have a significant impact. This search for independence is a key driver of motivation and innovation within organizations.

At the same time, diversity and inclusion are fundamental elements in attracting young talent. These aspiring professionals want to join businesses where diversity is actively promoted and celebrated. A good example is businesses that have successfully integrated minority mentoring programs and employee resource groups, demonstrating their commitment to an inclusive work culture.

Now that you understand the expectations of young graduates, let's find out how to attract and recruit them.

2 - Building an attractive employer brand

2.1 - Inbound marketing

In this rapidly evolving sector, inbound marketing is proving to be a valuable help. To continue attracting young graduates, companies must tell their story, show their culture and their values. Online content has a huge impact on young people looking for work.

For businesses, this is an opportunity to demonstrate, with supporting evidence, why they are an ideal workplace. This process is long but necessary for a successful integration into the labour market.

To find out more, we recommend that you read our entire guide oninbound marketing: recruitment through attractiveness.

2.2 - Proposition of benefits

Teleworking, which has become a norm in many sectors, is particularly attractive for young graduates looking to enter the professional world. This flexibility, reinforced by the current crisis context, allows for an easier balance between personal and professional life. Permanent contracts (CDI) also offer highly sought-after job security, especially in an uncertain economic climate.

These aspects, combined with the possibility of working remotely, make a company particularly attractive for this new generation of workers. Moreover, the benefits offered by businesses must extend beyond traditional standards. Continuing education opportunities, mentoring programs, and initiatives that promote well-being at work are increasingly valued by young graduates.

The location of the company also plays a crucial role, with a preference for dynamic cities offering cultural and professional opportunities. Businesses that offer a well-thought-out set of benefits, in line with the expectations of this generation, are ideally positioned to attract and retain these talents.

2.3 - Employer brand and corporate values

Develop a strong employer brand is now an indispensable point. In this context, social networks play a crucial complementary role. They offer a platform for sharing company values, employee experiences, and team successes.

SME managers in France understood the importance of these tools in their recruitment strategy. By promoting their employer brand, they not only attract a large number of candidates but also find those who best align with the culture and needs of the company.

The use of social networks in recruitment is more than a trend; it is a profound transformation of the hiring process. Businesses that master this art are the ones that continue to attract and hire the best talent, proving their ability to adapt and innovate in an ever-changing job market.

In addition, we also consulted nearly 69 experts in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

3 - Recruiting strategy

3.1 - Exploiting partnerships with schools and universities

Partnerships with schools and universities remain a crucial part of the recruitment strategy. Over time, these collaborations have evolved to take many forms, from classroom presentations to virtual job fairs.

These initiatives help connect directly with students, offering them insight into working life and preparing them for the job market. In return, companies can recruit the best talent, often well before graduation, and thus expand their candidate pool.

3.2 - Create Attractive Job Offers

To attract young graduates, it is essential to write job offers that capture their attention and meet their expectations. To help you do this, go to our article: the 9 best hooks for your ads.

These offers should be clear, specific, and reflect the values of the company. It is important to highlight the prospects for growth and training within the company, as well as the culture and the work environment. Be careful, however, these must be transparent and authentic. This helps to create a relationship of trust from the first interview and ensures a better performance of the young recruits.

3.3 - The Importance of Soft Skills

In recruiting young graduates, the importance of soft skills cannot be underestimated. These skills, such as stress management, adaptability, problem solving, or the ability to work in a team, are often as important as technical skills.

Recruiters must therefore find innovative ways to assess them during the recruitment process. For example, behavioral interviews and role plays can be effective methods for evaluating these skills.

3.4 - Offer a memorable and engaging candidate experience

The candidate experience plays a long and crucial role in the recruitment process. It starts with the first interaction and continues throughout the recruitment process and even after hiring.

Businesses need to ensure that every step - from reading the job offer to the job interview, to post-interview follow-up - is smooth, transparent, and positive. This can include constructive post-interview feedback, streamlined application processes, and open and honest communication.

It is to solve these 2 previous points that after several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Avoid hiring mistakes with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

3.5 - Creation of an effective integration process

Finally, once a young graduate is recruited, it is essential to ensure a effective integration journey. A good onboarding program can dramatically increase employee retention and improve long-term performance.

This path must be adapted to the position and the specific needs of each new employee. It can include training sessions, mentoring, and gradual integration into projects and company culture. This is a key step in ensuring that the young graduate feels valued and committed to their new role.

Conclusion

Recruiting young graduates remains a strategic challenge for businesses of all sizes and in all sectors. Over the years, the dynamics of the labour market have evolved, making it essential to adapt working methods and recruitment strategies. Hiring a young graduate isn't just about filling a position; it's an opportunity to inject new ideas and perspectives into the business.

Today's young graduates are looking for not only a job, but a career that offers them the opportunity to develop, learn, and contribute in a meaningful way. So businesses need to not only focus on how to attract these talents, but also on strategies to retain them. Understand their expectations, provide an adaptive work environment and inclusive, and helping them plan for their future career within the company are key elements of this approach.

Surveys and studies on the expectations of young graduates are a mine of information for recruiters. This data, combined with innovative recruitment methods and a polished candidate experience, can greatly improve the efficiency of recruitment and onboarding processes.

In short, hiring a young graduate is an investment in the future of the company, a step towards innovation and diversification, and a way to remain relevant in a constantly changing professional world. So it's a great way to Successful recruitment.