by Melissa Bissing on October 31, 2018
2 min read
Starting salaries are on the minds of college grads this month as they look to land a first job. Are their expectations in line with your pay structure?
Starting salaries are on the minds of college grads this month as they look to land a first job. According to a LendEDU report, 38% of students surveyed expect to earn more than $60K their first year; another 17% expect to earn more than $80K. Korn Ferry reports that average earnings for college grads are at an all-time high. Are their expectations in line with your organization’s pay structure?
Though the paycheck is a high priority for 2019 college grads, your culture and organizational values are also strong selling points. Telling the story of your employer value proposition (EVP) through a video interviewing platform is an innovative way to capture their interest. Purpose-built interviewing technology can help engage candidates, tell your EVP story, and give candidates the ability to showcase their skills in unique, modern ways.
Whether you use one or more of these strategies, each offers the chance to engage in a collaborative interaction where candidates can get the chance to learn more about your company, the culture, the job they are applying for and even meet their potential manager and team.
For many campus recruiters, building awareness of their employer brand is a major pain point. Students may not be familiar with your organization, or they may be focused on the “coolness” of a job with a brand name everyone knows. A purpose-built video interviewing platform helps you solve this issue with the ability to reach out to large groups of students before and during your campus visit using technology already in their hands. Students’ branded hiring experience with you is fast, simple, convenient and personalized, which helps your organization stand out.
Ferguson, a national plumbing supplies distributor which hires many entry-level candidates, faced this brand awareness challenge on campus. Its talent management team changed its campus hiring strategy, replacing initial phone screens with an on-demand interview, to get the hiring results it wanted.
Jennifer Lassiter, Ferguson’s Operations Manager for Talent Management said,
“We are still going to all the same campuses. This wasn’t about cutting our travel costs, but about efficiency and what recruiters can do best with the time they have. This allows them to spend more time on each campus promoting our brand and focusing on the great candidates. Not all candidates, the great ones.”
If you’d like to get the details on how Ferguson reinventing its campus interviewing with interviewing technology, download the case study.