September Experience: Hiring Next Gen Leaders

September’s Coffee and Conversation Experience was hosted by the University of Denver’s Burwell Center for Career Achievement. Paige Luna and Jessica Rose, Assistant Directors, Employer Connection presented to the group on their experience with the trends and strategies for success in recruiting and retaining college students in employment. They host these recruitment workshops regularly, both in person and virtually; check out their website for workshops and many other resources!

Below are notes based on the presentation and questions asked by participants:

What are OST orgs seeing in the field when hiring?

• Higher demand

• Staff leaving quickly (and sometimes without much notice) when things don’t work out

• Beneficial to have flexibility in schedule

• Have lower skill levels and need to spend more time developing them

• Difficulty recruiting to meet the needs of college student schedules

• Often, they want to work with their friends and it is balancing work and socializing

• Youth are excited about being employed and receiving benefits

Trends from DU perspective

• Flexibility is key for students and being as adaptable as possible

• Value alignment with organizations—this is particularly important during the onboarding process; if they do not feel a part of the team or in alignment, they will leave.

• Most complete internships (and employment) offers:  growth, purpose, prioritizes well being and offers character development

What DU Students say they VALUE in an Employer:

• Diversity (are they reflected at the organization)

• Environmental, sustainable, and social responsibility accountability

• Mental health needs

• Equal pay and transparency about pay—builds trust

• Flexible environment

• Work/life balance

• Empathy (employer works to understand them)

• Professional development

Gen X/Alpha Perspective on Career

• Job/career may not be their sole “purpose”, but rather a paycheck and their purpose is outside of the job—is there space for that?

• Transparency on realistic pay and especially with pay ranges---where will they actually start?

• What is the full “benefits package” that can be offered? What compensation is possible outside of direct pay? (wellness days, hybrid work environment, bus pass, etc.)

• Organization’s reputation (They will look up reviews online!)

• Loyalty…they will stay with the employer they know

• Stability and the desire to see their career trajectory and growth opportunity

• Explaining the “why” for decisions that are made

Ideas/Strategies for OST organizations

• Pool resources as OST organizations to host an interview day at DU’s Career Center

• Mock interviews

• Participate in career fairs on campus

• Engage college students as mentors

• When posting on sites like Indeed, do NOT use the EZ apply, but rather have them link to your website to apply; makes it more personal

• Always include a “human” element

  In regards to interviewing, specifically:

  • Youth tend to prefer in-person interviews

  • Interview in a neutral or familiar space to interviewee (if possible)- can reserve space in DU Career center

  • Print out questions; submit questions 24 hours in advance (make process more accessible)

  • Situational interview questions

DU Career and Professional Development points of contact:
Paige Luna, Assistant Director

Jessica Rose, Assistant Director