What Companies Should Know About the Class of 2022

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Our survey shows that many graduates aren’t necessarily looking for what recruiters think they are looking for

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Here are a few insights identified from the survey, which closed on March 1, and how hiring companies can apply this information to their recruiting strategies.

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This class wants to work in-office. Eighty-nine percent of survey say they want a job where they are partially or fully in-office. Compare that with a separate LaSalle Network survey of current professionals (not students) in today’s workforce, where 41% said they wanted to work remotely full-time.
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After spending half of their college career locked down due to Covid-19 restrictions, the class of 2022 is craving community and connection. Companies that emphasize remote-first in recruiting efforts are missing the mark. Instead, they should consider showing how the company is keeping employees connected, both from a peer-to-peer and peer-to-manager perspective. When perks are neutral and companies across the board are offering similar things, such as unlimited paid-time-off, what stands out is the connection to a team and to leaders.

This class wants to move up…fast. According to our data, 40% of want to earn a promotion in their first year on the job. That means this class is looking for companies that invest in and give priority to training and development. As such, the interview process should include leaders who have grown within the organization, so they can share their stories firsthand with candidates. In job descriptions, companies should talk about their training programs, and highlight career-growth stories on social channels. The organization’s website can list previous seminars and conferences that employees have attended, and for those companies with an open-floor office, recruiters can talk about the benefit of new employees being able to sit next to and learn from top producers and managers.

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This class seeks a sense of belonging. Forty percent of survey and said one of their biggest concerns entering the workforce is finding a company where they feel they belong. This graduating class wants to work for an employer that accepts them for who they are, and allows them to be open and not hold back. However, being open and transparent is a two-way street. Leaders have to share and be open, too. At my company, for example, we normalize therapy. Leaders talk about it, which encourages employees to be open and talk about it, too, or at least be more comfortable asking for help when they need it. It is about feeling safe and knowing you aren’t alone. When interviewing candidates, companies should talk about what their organization does to support employees’ mental health.

At the time of the survey, 80% of suggested they still hadn’t accepted a job offer, which companies may still have time to readjust recruiting strategies. In today’s market, employers can’t rely on older methods to win over top talent.

Write to Mr. Gimbel at [email protected]

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Credit: www.wsj.com /

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