Students emerging from the educational system are a prime source of talent that your company may be overlooking. Strategically turning to this cohort as a means of securing future leadership is bearing fruit for those who actively seek out young talent willing to learn, grow, contribute key technological knowledge and last, but not least – energy.
With unemployment numbers stabilizing to near historic levels and Boomers retiring, nurturing the leaders of the future isn’t a luxury. It’s an imperative.
That’s why you need to engage with your future leaders through early career recruitment.
Emerging skills gap
While some may argue that the skills gap is well-established everywhere, it’s becoming increasingly urgent, having developed into more of a chasm than a gap.
This employee-driven market encompasses people with the nascent skill set and aptitudes you need, but this is young talent in need of focused nurture.
Competition is hot to find candidates with STEM (science, technology, engineering and math) knowledge and aptitudes. Everywhere you look, employers are rifling through the talent haystack to get at the needle they seek.
Johnson & Johnson
Johnson & Johnson is taking the bull by the horns with respect to early career recruiting by refining and overhauling their practices.
With over 8,000 hires every year and hundreds of thousands of applications coming in, they saw a need to reform their recruiting practices. Here’s the kicker – of those hundreds of thousands of applications, fully 25% are received from early career applicants.
Johnson & Johnson saw the writing on the wall – that they needed to make the leap to technology to govern their hiring process for everything from sourcing to onboarding. Their mission in doing so was to create a more human-scale hiring process, empowering their candidates in the process and creating transparency.
The Millennial factor
Probably the most compelling facet of Johnson & Johnson’s three-fold mission was the shift from a transactional hiring model to a human-scale one. Millennials are the mobile generation. They’re connected, savvy and expect more from employers than the traditional transactional hiring setup.
By catering directly to the Millennial viewpoint, Johnson & Johnson made itself a magnet for the early career candidates it wanted to attract.
Their BE VITAL application created a direct pipeline between university students and the company. Students can engage with employees and find out what kind of employer Johnson & Johnson is. That’s the kind of intel Millennials want.
The application also provides students with career guidance, creating a consumer experience in which the candidate examines the prospective employer as a commercial appeal. This is a bold move that directly answers the need to “sell” the employer to candidates.
Johnson & Johnson is now rolling out a companion app to BE VITAL, called Shine. This is the transparency module of their early career recruiting model. No more resumes being thrown into an unforgiving void. Candidates have access to real-time information about the progress of their application and other information to help along the way.
Precedent HR is setting the standard in online applicant tracking. Contact us.