I’m now three weeks into the fall quarter, and I continue to hear about my peers’ summer internship experiences. Hearing both the positive and the negative, I’ve become fascinated by the interview processes different organizations have. What I learned isn’t surprising: interview processes throw up “green lights” or “red flags” for a company.
Do you know what recent grads really think of your interview process? Allow me to relate the tales of three friends.
The details matter
First: Ryan, a business student and information systems specialist. He was determined to acquire one of the most selective internships: an opportunity with the “Big Four.” Last year, he captured the attention of all four consulting firms and then some. His hard work paid off—he had his choice of seven job offers. You heard that right—seven.
So how did he choose? As each company shared similar prestige and size, it was ultimately a small dinner party that won him over.
This organization hosted a reception for students the night before interviews commenced. Both younger and tenured employees attended, offering insight to their careers and experiences at the firm. These individuals sold Ryan on the fact that he was in the right place, surrounded by the right people. They gave him the confidence that he would be valued if he accepted this opportunity.
I can’t stress this enough: grads want to feel wanted!
Tip #1: Impress grads as much as you would want to be impressed. Grads admire strong employee values and benefits. Small details do make the difference.
Career progression is key
Next up: Sadie, a fashion guru studying business management. As a lover of clothing and design, it was no surprise when Sadie announced her desire to enter retail. A family friend referred her to a popular and impressive retail program.
The interview process was simple: an initial phone screening, an onsite interview, and a final round. Similar to the impression Ryan experienced, this company consistently demonstrated its commitment to employees and promoting from within.
Sadie was offered significant training, outstanding benefits, and the promise of career progression following her internship. She accepted the position a week later.
Tip #2: Grads want to move up the ladder—make it your mission to get them there. Advertising your training programs alerts grads of the promise and stability they can find within your organization.
Transparency is a necessity
Lastly, Michelle: a vibrant political science senior. She was applying to firms throughout California. Michelle found her internship online and applied, somewhat expecting her resume to be lost in a black hole of applications. To her surprise, she received a response within the week. A knowledgeable recruiter interviewed her only days later.
The cherry on top? The recruiter asked for her preference among three office locations. A week later, she was contacted by a recruiter from her selected office.
Throughout Michelle’s courtship, this company stood out, thanks to its unmatched transparency. Recruiters were terribly honest about the pros and cons of the position, and drilled Michelle with tough, thought-provoking questions. Managers asked about prior work experience, but focused heavily on her career goals and capabilities.
Michelle accepted the offer knowing she would be tackling new adventures and challenges.
Tip #3: Contrary to popular belief, bright Millennials don’t want their work to be easy. Offering challenging projects, mentors and training alerts grads that you are looking for exceptional talent.
Hire top grads
Don’t allow your company to miss the mark with grads. Listen to what college grads really think of your interview process. It’s just as much about the candidate interviewing you as you are them. And be transparent! We can’t say this enough. Managing a candidate’s expectations of the role only sets up both parties up for long-term success.
Download our 10 Secrets to Recruiting the Brightest Recent Grads Guide for more detail on how to tap into this highly sought-after talent pool.
