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Sourcing Millennials

Posted 19/1/2017

There has been recent global press about the sense of entitlement of millennial employees (born after 1986) and how employers should manage them.But we share some insights in how to source these candidates.

Sourcing Candidates

The new year is always a good time to look back and see where successful candidates were sourced. For our candidate segment of graduates and young professionals, the results will be different compared to mid and senior executives or general white collar workers. But here are the results. And you’ll see it's split between search and advertising.

        Search (52%)

  • Northeast Quadrant Database   29%
  • LinkedIn                                         20%
  • Other                                                  3%

         Direct Advertising (48%)

  • Indeed                                             23%
  • Universities                                    16%
  • Seek                                                   9%           

Some interesting observations. Our success with LinkedIn has come through “two-way reach outs”. That is, headhunting candidates or candidates contacting Northeast Quadrant directly about career opportunities. And Seek really has lost its effectiveness. I’ll share an example.

Late last year we had a great marketing role with a global FMCG. The target candidate was a Marketing graduate with 2 to 3 years experience. We advertised on Seek because that role traditionally would attract a good number of quality candidates. They may not be exactly right for the position but it creates a solid pool of candidates for similar roles. The result was not a single applicant!

I don’t believe FMCG has lost that much appeal. But I do believe recent graduates and young professionals don’t consider Seek the go-to source for jobs.     

And Seek must be feeling the pressure. They recently introduced a new guaranteed job placement product. Pay $999 for a job ad, which they will write for you. And if you don’t hire someone four weeks after the job posting has expired, they will refund the $999. Maybe a sense of desperation there?

University Admission Scores Dropping

A recent Fairfax Media analysis reports that the majority of course ATARs are lower than what they were six years ago. Maybe students are wising up to the fact that a university degree doesn’t guarantee a career. We did an exercise looking at graduate applicants from three years ago, to see where they are now. From our sample, we found the “weaker” graduates were employed but in jobs that didn’t require a degree.

There’s no doubt that completing a university degree provides the individual with knowledge and some life experience. But I wonder if for a large proportion of graduates, it’s poor value-for-money when it comes down to a career.    

Expectations of Employers: Millennials

There has been recent global press about the sense of entitlement of millennial employees (born after 1986) and how employers should manage them. Having worked with young professionals for many years, I don’t think there is any genuine difference from Generation X. If there are lots of career opportunities out there, they will pick and choose and ask about benefits offered by other employers. That's natural when the economy is doing well.

One recent graduate trait I have seen is graduates foregoing a graduate role and career path because it’s inconvenient. Here are some examples:

“I’ve been offered a casual Marketing job with a start-up. It’s not a permanent position and will last probably three months or until I help set up the marketing function. Salary is only retail casual rates. But it sounds fun, so I’m going to take that over the corporate graduate program. Will the graduate program still be open by then?"

“I just want to get started. The four week recruitment process (for the graduate program) is too long. I’ve now been offered a job (it’s the first one offered) and I’m going to take that."

“The graduate program sounds really good. But I’m currently working in the CBD and it’s all too hard to make it to the interviews (in the suburbs). If I can’t do an interview in the CBD, I’ll need to withdraw."

Recent Recruitment

Aside from graduate recruitment outsourcing here are some of our recent placements

  • Graduates – Sales, Marketing, Customer Service, Business Management, Supply Chain
  • Sales – Telephone Sales, Account Managers
  • Technical Sales Engineer
  • Senior Financial Analyst, Financial Accountant
  • Software Testers
  • Food Technologist, Packaging Innovation
  • Warehouse Manager

Image Source: Grame Bartlett