How to Hire for Early Career Talent

College students and recent graduates are looking to join the tech industry— more than healthcare, media and education.

In a 2022 survey conducted by WayUp, 45% of respondents, the majority of whom are college seniors, said they are looking for jobs in the computer tech industry, the most popular out of 18 industry choices. Finance and economic jobs came second at 13%.

The ways these candidates are looking for jobs is changing, too. Virtual recruiting has seemingly become a vital part of the job search—55% of respondents said that’s how they engage with the job search when looking for a role.

“Virtual career events are really interesting to me, because I think it's a lot more user friendly,” Abby Callas, a senior Information Science major at the University of Maryland told The Org.

“You get a better scope of what that company is right off the bat through blurbs with the kind of positions they are specifically looking for, whereas at a physical career fair, rarely do you see that information.”

Callas is among the growing number of candidates about to graduate and enter the early career talent pool. In the aftermath of the Great Resignation and two years after the start of the pandemic, this new cohort looking for jobs have different expectations than graduates starting out even a few years ago. According to WayUp’s survey results:

• 51% are looking for fully remote jobs.
• 41% are looking for hybrid-remote jobs.
• 8% are looking for fully in-person jobs.

Companies are also growing at unprecedented rates. Combine this growth with an already intense technical job market, and it’s easy to see why recruiting top early career candidates is vital for any startup.

Understanding what early career candidates are looking for is key to getting ahead in this market, make sure to consider this when making your hiring plan. But getting in front of recent graduates who match your startup’s qualifications can be tricky.

Christen Steele is a university recruitment consultant for WayUp, a job recruiting platform focused on sourcing diverse early career talent. She works with companies of all sizes, from early-stage tech startups to Fortune 100 companies on finding the best early career talent. Here are her main tips on how to appeal to early career talent to get the best hires.

Be as upfront as possible

Steele says being upfront looks like putting as much relevant information as you can in a job description, and being as succinct as possible.

Information such as degree qualifications, years of experience, remote options and salary ranges are all top of mind for early career candidates.

“If they can see this information upfront, then they're more likely to apply,” Steele said. “They're more likely to go through that interview process with you because they feel a connection.”

Nail the job description

“I always hear, ‘I didn't know I could get a job as a data analyst in an insurance company,’” Steele said. “Of course you didn't know that. Why would you think that? Or it’s ‘I didn't know that I could work in economics at a news company, or in finance in a media company,’ and so on.”

Steele recommends to clear any confusion about how early talent could apply their skills for your role, to making a job description as clear and accessible as possible.

What may seem obvious after years of working in one industry might not be to someone starting out their career, and it could mean missing out on great talent who just don’t see themselves in your role.

Have a hiring manager conduct the first interview

One-on-one connections can be a make-or-break for a qualified candidate, Steele said.

“They're more likely to go through that interview process with you because they feel a connection,” Steele said.

Getting early career candidates through the interview process is the most crucial part of the process. Sixty to 90% of all early career candidates drop out of the hiring process before the first interview, according to Steele. That number is 54% for Black and African American candidates.

“At that point, people then feel discriminated against in the process,” Steele said. “So if you can’t get that hiring manager for the first interview, you’re only hitting the top of the funnel.”

Show candidates there are growth opportunities

Recruitment and retainment go hand-in-hand.

“Ten years ago, computer science students weren’t staying longer in their first jobs longer than 900 days,” Steele said. “That number dropped to about half after only a few years. It’s now 500 days, or a year and some change.”

Making sure there is a clear path for growth and that is presented to candidates during the interview process is a sure way to make sure early career talent stays at your company.

Final thoughts

To conclude, Steele drives home the point that she often sees employers limiting themselves to certain college names and specific majors to recruit their talent.

With virtual recruiting, this becomes a lighter lift on companies who can invest in searching for talent across the country, simply by hosting events online. When you decide that you want to hire a candidate, it's not certain that the candidate will choose your option. Make sure you leave a good impression through your offer letter - check out template for job offer letter.

“Qualified talent is everywhere,” Steele said. “If you are only looking at certain schools or names you are closing yourself off to talent.”

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