5 things great employers do to attract talented new grads.

Excessive absenteeism can cripple business operations, causing costs to skyrocket and productivity to plummet. It’s an issue affecting companies of all sizes, and managing a large workforce only intensifies the challenge.

Extraordinary events like global pandemics can impact levels of absenteeism. But most work absences are caused by physical illness, injury, caregiving, family emergencies or job dissatisfaction.

Whatever the external circumstances or influencing factors, you must proactively manage excessive absenteeism to prevent damage to your business brand.

This blog highlights some ways you can take control of absenteeism with Randstad’s expert support. From urgent staffing to long-term workforce management and enhanced care for your employees, we offer comprehensive solutions.

1. adopt a mobile-friendly policy

Gen Z has grown up with smartphones within arm’s reach. They have the highest adoption rate of mobile technology of any generation. They also spend a lot of time on them (over four hours per day). So it follows that attracting and hiring new grads means offering them the latest mobile technology at work.

To appeal to smart, young talent, you need a mobile policy in place. You could choose to provide smartphones to your workers or have a BYOP (bring your own phone) policy. That’s because today’s grads expect flexible work solutions that translate from desktops to mobile devices, as needed. They expect, not want, WiFi to be available when they’re at work. To make it as easy as possible for young workers to work from their phones, ensure your workplace has mobile-friendly apps and enterprise software that can be used on a smartphone.

2. be socially conscious

Millennials and Gen Z are socially conscious and tend to gravitate to companies that share their values. They actively seek out companies with strong corporate social responsibility (CSR) policies that align with their personal values. Some social issues that are appealing to young workers include environmental protection, gender balance, diversity and inclusion, and opportunities to volunteer in the local community.

Young people want to give back. If they see your company holds similar values to their own, they’re more likely to consider your organization a welcoming place they want to be a part of. How do you make it clear what issues your company cares about? Highlight your social responsibility on your website and social media. Has your company recently organized a company-wide volunteering day at a food bank? Why not post some photos of your team hard at work? Show the world that you care and what issues your team dedicates time and effort to.

3. have a modern workspace

Like it or not, your workspace matters. If your workplace seems dull, dated or drab, you’re going to have more trouble attracting and hiring new grads. Young workers place a premium on the atmosphere they’re working in. Glass and chrome spaces with lots of light and colourful accents seem to be the hottest trend at the moment. Think the kind of startup vibe you see throughout Silicon Valley. Young people are highly visual (they grew up on social media, after all!) so they’re drawn to workspaces that match their vision of where they want to work.

Also think beyond just your physical workspace. Your approach to other elements that impact your work culture, such as your dress code policy, matter too. Young people are more likely than older generations to prioritize a casual working environment where they can dress as they please and express themselves through their clothes.

4. get on social media

Today’s youngest generations practically live online. They turn to social media at significant points in their lives, including when they’re looking for work. They’ll look to social media to get an idea of your brand, and possibly even seek out accounts from employees of what it’s like to work for your company.

As well as LinkedIn, make sure you have a presence on channels like Instagram and X (Twitter) and perhaps even TikTok. You should be posting on each channel frequently, ensuring you provide a glimpse into your company’s culture and values. Gen Z has no problem writing off employers that seem bland or stuffy on social media, so don’t be afraid to be engaging and share what makes your company tick. Share colourful photos and emphasize elements such as volunteering, social events or team get-togethers. Those are the kinds of things that will make new grads take notice and consider your company a top choice when deciding where they want to work.

5. provide a stellar candidate experience

Today’s unemployment rates are hovering around a 10-year low. That means that young workers have more choice when it comes to finding their first job. That stands in stark contrast to the preceding generation. Millennials started to come of age and enter the workforce just as the 2008 recession hit. As a result, many millennials took whatever work they could find.

Gen Z doesn’t have that problem. Rather, they’re holding employers to a higher standard. If you’re unable to offer a standout candidate experience, Gen Z will be more than happy to move on to greener pastures. Attracting high-calibre new grads means rolling out the metaphorical red carpet and showcasing what makes you a great employer. That requires a candidate experience that’s smooth, responsive and appealing. Treat potential employees with respect and show that you value the time they spent applying and interviewing with you. This is a great way to prove you’d be an excellent employer if they decide to accept a job offer from you.

Attracting and hiring new grads requires investing time and effort. You’ll need to make changes to your employer brand and hiring practices, but it’s worth it. Creating a strong pipeline of talent that’s fresh out of school will set your company up for success down the line. After all, if you nurture their talent, promising new grads will grow into dedicated, innovative employees.