Uptree

Finding a suitable candidate for your Early Careers job opportunity can be difficult. What can be equally challenging is keeping your chosen applicant engaged and motivated after making them an offer, particularly in a post-pandemic working world. The Prince's Trust's Natwest Youth Index 2022 reveals that 23% of young people (those aged between 16-25) feel they will never recover from the emotional effects of the pandemic, while 48% now cite the impact of a job on their mental health as a consideration when accepting a role. With this in mind, it’s more important than ever that your onboarding process is accommodating, welcoming and reassuring, especially when introducing young people into your organisation. This process begins not from the candidate’s first day, but from the moment you make them an offer.

1. Weekly check-in calls

At our recent Partner Breakfast networking event, our panel of Uptree Student Ambassadors were asked what students are looking for from an employer today. One important factor when deciding on a new job was that the employer can offer substantial and recognisable support when it comes to the mental health and wellbeing of their employees. In order to provide this support to candidates from the beginning of their employment, consider scheduling in weekly calls with new starters once you’ve made them an offer. These calls are a way for employers to check in and make sure that the new starter feels comfortable, giving them a chance to air any concerns or anxieties they may have ahead of starting their new role. They can also help to foster organic conversations, naturally creating the foundation for a strong working relationship.

2. Connect new starters with line managers

In the interest of establishing working relationships before the first day, another way of keeping candidates warm after making them an offer is to introduce them to their line manager as soon as possible. The earlier that a new starter meets their manager the more comfortable they’re likely to feel working with them and coming to them when they need support. While it’s possible that candidates will have met their prospective line manager during the interview stage, a more informal conversation set up via zoom or on the phone can lead to a more open and honest working relationship. Interview processes can often be nerve-wracking, particularly for students who may be entering their first professional job, and so they’re unlikely to have developed a connection with their line manager during this stage.

By connecting new starters with line managers in a more informal and relaxed environment, employers can help put them at ease, keeping them excited and eager to begin working. After making this connection, the emphasis then becomes on maintaining it. Ensure that line managers have regular contact with new starters before they begin in order to keep their working relationship strong and make any new employees feel as comfortable as possible by the time they arrive on their first day.

3. Assign a buddy

Whilst it’s great to connect your new starter with their line manager, it’s also important that they’re introduced to people in the company that they may not otherwise get to know. Assigning a ‘buddy’ for all new employees is a fantastic way of providing them with an extra contact point that they can speak to about work and any challenges they may face. Choosing a buddy from a different department ensures consistent inter-departmental communication and can help new starters learn aspects of the business that are separate from their team.

It can also encourage an environment of collaboration, removing some of the dangers of unhealthy cross-team competition and fostering a work culture of learning and sharing between teams. By introducing these concepts to candidates before they have even started their first day, they are more likely to see work as a safe space where they can be open and honest with everyone in the company.

4. Connect new starters with each other

As well as meeting those that already work at their new company, meeting fellow new starters can be another way to keep candidates warm after making them an offer. If several students are all beginning apprenticeships or joining the company at the same time, consider creating a Facebook group or WhatsApp group chat in which to include everyone. In doing so, any new starters are able to form connections with colleagues which are separate from the dynamic of being the new person in the company.

Connecting new starters with each other allows them to build working relationships on a more equal footing as they’re engaging with colleagues who are also new to the company. This can help keep them excited about the prospect of beginning a new chapter in their career. It can also strengthen working relationships within the new cohort before they even meet each other. 88% of 16-24 year olds have profiles on social media platforms. To ensure your way of connecting new starters is inclusive, consider asking them about their preferred method of communication and how they'd like to keep in touch with each other. Discover more about connecting with young people on social media.

5. Review internal recruitment processes

One challenge that can be prevalent amongst employers is lengthy recruitment processes. When lengthy, applicants can often feel disheartened or have their attention turned elsewhere, which can lead to high drop-out rates of candidates. A potential solution is for employers to review their recruitment processes internally in order to eliminate unnecessarily long, drawn-out application procedures.

Another consideration when reviewing internal processes is to accommodate neurodiverse applicants. “Neurodiversity describes the idea that people experience and interact with the world around them in many different ways; there is no one "right" way of thinking, learning, and behaving, and differences are not viewed as deficits.” Where appropriate, contact applicants before interviews or meetings in order to discuss with them in a safe and friendly way any support or alterations they may need in order to perform at their best. This is a great way of ensuring that you are inclusive and equitous when engaging with applicants during recruitment processes.

Summary

There are many challenges involved when keeping candidates warm after making them an offer of employment. However, by implementing small initiatives such as the ones we’ve outlined above, you can ensure that the onboarding process for young employees entering your organisation is as smooth and productive as possible.

If you're an employer and would like to discuss how Uptree can support your recruitment, diversity and inclusion goals, please get in touch.