On November 16 we hosted our Fall Employer Relations Call to share information with our employer base while also offering a venue for employer representatives to pose questions to each other. Key takeaways are listed below:
From a career coaching perspective:
- Students are eager to be part of an organization and prefer in-office over virtual opportunities.
- Students want to see their work making a difference/impact and also enjoy cross-functional opportunities to work with other departments/teams.
- Students are interested in professional development opportunities and additional on-the-job training.
- A blind spot for new hires early in their careers is the shift away from the more rigid structure that they’re used to (i.e. having a syllabus created for them with defined deadlines).
Best practices for recruiters:
- Be on campus to meet students as much as possible, using virtual information sessions and webinars as additional touchpoints as needed. Work with your WFU account manager to determine the best recruitment strategies for your organization.
- Engage WFU alumni in recruitment efforts.
- Keep students updated on where they stand in your interview process.
- Consider adjusting intern salaries to meet the rise in summer housing rental fees.
- Provide intern and new hire candidates with a peer to network with during the interview process and a mentor to provide guidance during the internship or job.
- If your organization is using a virtual interviewing platform, assessments, or cases as part of the interview process, consider providing guiding questions or instructions that allow students to prepare more holistically, as it will remove some of the anxiety that students feel and will allow them to be better prepared.
- Timelines from interview to job offer vary across organizations, with organizational representatives indicating the range of two weeks up to two months.
- Most employer representatives shared that they had returned to in-office work, with some allowing hybrid or fully remote options.
- Assessments are becoming more common in the interview process and range from personality, technical or analytical assessments to gamification, with the goal to evaluate a student’s organizational fit, problem-solving skills, analytical aptitude, etc.
- Students should feel comfortable reaching out to an employer to ask about their standing if they receive an employment offer from another organization. When possible, employers may be able to expedite the process or provide information on a student’s standing to assist in making an offer decision.
- Representatives shared that if a student needs an extension on an offer decision time frame, he/she should ask, and where possible, it may be granted within reason.
- Some representatives shared that students should narrow their number of applications to opportunities of specific interest, while other organizations encouraged students to apply to all roles in which they have an interest. Because this varies across industries and employers unless specifically limited by an organization, a rule of thumb might be to encourage students to apply with a focus on areas of strongest interest, rather than a generic “apply to everything mentality.”
We appreciate both employer and career team participants who shared these tips. From the feedback that we have already received, you too have found these calls valuable, and we are already looking at the calendar to find a date for our spring call. Watch the January issue for the date, time, and RSVP information.