Inside The Secret Recruiting Tactics of HR Pros

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Inside The Secret Recruiting Tactics of HR Pros

Guess what, new grads? Recruiters and HR professionals have got their eyes on you. Whether you majored in math or got an MBA, companies are looking for the top talent and theya��ve got impressive insights on how to attract and retain you.

The good news is that Glassdoor has all the same information because we have shared it with the recruiters a�� and now wea��re sharing these insights with you.

From the stealthy recruiting tactics to perks and incentives theya��ll offer to get you to sign on the dotted line, here is the inside scoop on how HR pros are recruiting you and your peers. Learn their techniques to stay one step ahead!

1. Companies are investing in branding & word-of-mouth.
The word is out: career fairs in the school gym are so 1997. Recruiters at some of the top companies know that college graduates arena��t flocking to fears to look for the top opportunities. In fact, according to a recent NACE survey, 65% of millennials say they hear about companies through friends and job boards.

Given this, recruiters are upping the ante when it comes to employer branding to show off their company culture, perks and benefits, as well as the things that make their workforce unique. Glassdoor is the main place employers go to improve their brand and get in front of job seekers. Plus, they list their jobs along side company reviews, information about salaries, and the anonymous reviews employees and candidates share about the interview process.

2. Recruiters know what youa��re interested in.
Instead of relying on HR to do the recruiting, companies are now leveraging current employees to best represent their brands and overall mission. They know that authenticity is important to recent grads and job seekers, so they are adjusting accordingly.

Because companies are hiring employees who are passionate and excited to speak to young professionals like yourself, take advantage of it. When interviewing for a job, ask to speak with current team members or other new hires who can offer insight. Ask to shadow an employee or grab coffee with someone youa��d be working with to get a better sense of whether this company fits your lifestyle.

The statistic recruiters are fixated on is: 64% of millennials would rather make $40k a year at a job they love, than $100k a year at a job they think is boring. Dona��t let a company bore you a�� get as much information as you can. Remember, youa��re in high demand.

3. Hiring managers are asking more behavioral interview questions to uncover your skills, attitudes, and values.
The interview process is anxiety-ridden both for candidates and recruiters. After all, the interview is where recruiters have the most control over who fills the employee roster, and ita��s where candidates are able to show what they are made of.

Behavioral interview questions seek to predict a candidatea��s suitability for a role based on their behavior in past jobs. By finding out more about how a candidate behaved in similar situations in the past, employers have a way to predict how they will perform in the future. Examples are: Tell me about a successful product launch you worked on; Describe a time you had to convince someone to do something they did not want to do; Give me an example of a time when you failed and how you responded.

Be prepared to explain competencies in teamwork, problem-solving, customer service, communication, negotiation, leadership, initiative, adaptability, time management, etc. The goal is to show how you can thrive in a companya��s culture.

4. Companies are now offering more than just swag.
There once was a time when free t-shirts and a ping-pong table in the cafe were enough to catch the eye of a young jobseeker. However, you know, as a recent grad, that swag isna��t whata��s really important. Recruiters know that they have to lure you in with the potential for personal and professional success, not just free lunch.

According to Glassdoora��s Q3 2015 Employment Confidence Survey, nearly 90% of employees age 18-34 would prefer new or additional benefits to a pay increase.

With this, companies are now offering benefits like student loan repayment assistance. To separate themselves from the competition for financial job candidates, PricewaterhouseCooper decided to offer loan payoff benefits based on what their millennial workers said they needed. PWC will pay $1,200 a year towards an employeea��s loan, up to $10,000.

5. Companies are playing up work-life balance.
The number one selling point of a company for millennials, research shows, is work-life balance. A�And now that recruiters know this, they are attracting recent grads by going beyond the job description. Companies are touting the culture, how they build a sense of community and how much the company supports work-life balance.

Plus, investing in work-life balance is a order paroxetine online cheap, cheap dapoxetine. retention tactic. Sure, a great reputation or an impressive job title may attract younger job seekers. However, the balance is what will keep them. This means that the ball continues to stay in your court, Gen Za��ers, and HR is invested in your happiness for the long haul.

CREDIT: GLASSDOOR