Recruiting and Motivating Fresh Graduates
Companies and organisations of all sizes in Singapore are on the charm offensive today, waging an all-out talent war through aggressive recruitment drives aimed at acquiring the best talents the city state's small handful of universities have to offer.
As a major tech hub in the region, Singapore has seen an increasingly higher number of fresh graduates taking up roles in technology industries and related fields of work in recent years. Amid the evident growth of the global digital economy, companies and organisations of all sizes have been ramping up recruitment of fresh graduates to fill up a multitude of roles in an increasingly tech-driven workplace, and to leverage on the unique attributes they can bring to the organisation.
In this article, we explore the key qualities possessed by today's young graduates that make them invaluable assets to companies competing in the digital economy, and offer some strategies on how best to stand out and attract (and motivate) the best fresh graduates out there.
Fresh graduates as technology and innovation drivers
Most fresh graduates today are adept or highly receptive to the latest and trending technologies. Owning the newest gadgets such as smartphones with cutting-edge hardware - packed with the latest apps that handle anything from digital banking to cashless/cardless payment systems and seamless communication platforms - the current cohorts of graduates live and thrive in this digital economy and thus would be a great fit for tackling technological challenges in the workplace.
For companies with a higher proportion of older employees, bringing in more young graduates can inject a fresh breath of life to the organisation by the creation of new ideas and fresh perspectives that will help improve company functions and processes.
Fresh graduates exude positivism and are people bridges
In as much as office politics is a feature in almost all organisations, companies have found it beneficial to factor in fresh graduates as a counterbalance to the ill-effects of office politics and its resulting inefficiencies and disruptions. Fresh graduates are often more open and unassuming, and are able to offer independent and unbiased perspectives towards other staff members, thanks to the absence of affiliations or conflicts with long-standing groups and factions.
In general, young graduates are respectful, full of positive vibes, and bring with them elements of fun to an otherwise dull work environment. The unique traits of fresh graduates (as reflected in their workplace culture preferences shown in the chart below) as well as the motivations and drivers of more than 7,000 Singapore candidates across 20 industries in Singapore can be accessed anytime on JobStreet.com's Laws of Attraction (LOA) portal here.
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Young leaders respond quicker to fast-evolving challenges
Forward looking companies like Google or Apple are at the forefront of engaging and grooming fresh young graduates today. This is in a big part to do with the realisation that existing staff may not be in the best position to respond to today's fast-evolving business and market challenges. And with the average ages of business managers and leaders trending lower across most industries, It is never too early to start grooming and expanding the company's pool of ready leaders.
From the LOA data below, one can observe that today more than half (52.9%) of Millennials, classified as people aged from 24 to 34, are either in junior management (represented by the green curve) or mid management (blue curve) roles.
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On the other hand, fresh graduates tend to be selective about the organisations they want to work for. Companies won’t do themselves any good by taking a back seat and letting these fresh cohorts come to them on their own, rather, they ought to be actively engaging young job seekers with tailored proposals that appeal to their aspirations and desires.
Offering a sneak preview of the company
Young candidates are a selective lot when it comes to choosing a company to work for. Companies should blow the dust off their covers and polish their websites in anticipation of attracting the best young talents. Write-ups about the leadership team, company visions and values, as well as a rundown of the key products and services the company offers will help young candidates gain a deeper understanding of their potential employer.
Fresh graduates also like to find out in advance what it’s like to be a member of the team - posting photos and videos of office events and parties on the company's social media pages is a great way to offer a sneak peek of the fun and rewarding work-life awaiting them.
Providing a positive and vibrant work environment
Young graduates are full of energy and up for all sorts of challenges thrown their way! That said, the last place they would want to work in is one that's dull, monotonous and uninspiring. Hiring companies can relate and resonate with young graduates better by creating a more positive and vibrant work environment, such as, by sprucing up the offices with mood-lifting decor and elements, or by incorporating segments of fun activities in-between the long working hours. Companies may also consider adopting a more casual dress code or incorporating features such as dress down Fridays to create a more relaxed work environment which appeals particularly well to the young workforce today, as seen in the following chart. On top of that, a smart office equipped with the latest technology will certainly help Gen Zers feel right at home too.
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Encouraging respect and proper etiquette when engaging the young
Today’s younger workforce places a high importance on how they are being engaged. Unlike the generations of the past where it was commonplace to see older and more experienced staff talking down to young hires, such treatments may not go down as well with today's Gen Zers and young millennials. Young and well-educated fresh graduates today appreciate the same treatment and respect accorded to them by colleagues as they would to other older employees.
Creating a sense of belonging
Young workers appreciate companies that value their input and opinions. Having them know that they are an important part of something bigger will surely resonate well with them and will in turn boost their productivity levels.
A tried and proven method is to involve the young workforce in shaping the company’s long term strategy and vision. By giving them a voice in shaping their own career paths and showing them the company’s willingness to invest in them, they will be more than likely to commit themselves to the company for years to come.
Conclusion
Great companies understand the importance of investing in recruitment efforts aimed at bringing onboard bright and aspiring young talents. They also go further to inculcate a conducive environment where their young employees feel they are a part of something bigger, contributing both to the organisation and their long-term personal career goals.
Besides the unique qualities and skills possessed by fresh graduates that make them invaluable assets in today's digital economy, young talents are well placed to be groomed for leadership roles that require their fresh and unique perspectives in tackling the new business and technological challenges ahead