Recruiting Early-Career Talent: Why It’s Worth the Investment

Colleges and universities are a great place to find new employees, especially for early-career and entry-level talent. Students and recent graduates are always looking for opportunities, whether they’re just starting out and need that first break or pivoting after developing new skills. Here are some ways investing in early-career talent can pay off for you as an employer in the long term. 

Purpose-Driven, Mission-Aligned Candidates

Mac’s List readers know how important it is to hire people who believe in your mission. Today’s students tend to be more mission- or purpose-driven and seek opportunities to learn and grow with organizations that align with their values. By reaching them early, you’re more likely to attract applicants excited about contributing to your organization’s mission and growing within it.

A Clean Slate and Quick Learning Curve

Early-career candidates may have less on-the-job experience, but their recent classroom experience makes them fast learners. They also have fresh knowledge and are likely up on the latest trends in your field. They also have fewer entrenched habits to unlearn! You get the chance to instill your organization’s work ethic, expectations, and processes from day one. 

A Fresh Perspective that Strengthens Your Work

Training and onboarding early-career talent means examining the “why” behind your training materials, operating procedures, and workflows. Early-career hires will have more questions and need more direction about the ins and outs of your work – things that have likely become routine and second-hand for you. This opportunity to examine your work can uncover ways to improve your workflow and how you communicate about your work. 

In my own work, I have been impressed by new hires’ lack of burden from “the way things have always been.” Letting new people question the “why” behind your ways of working can help you break out of the rut of business-as-usual. Even if things are going great, hiring early talent brings a fresh set of eyes to your organization and the path ahead. Together, you can learn where the current strengths, barriers, and goalposts lie – and maybe uncover some new possibilities.

Internships – Capacity Building with Low Risk

At their best, internships are a great opportunity for students to gain hands-on experience and training, and to add capacity to your teams without the commitment of a long-term hire. About 62% of internships end with a permanent job offer. Former interns who stay on are often more successful and stay longer than new hires. A best practice is to pay your interns, expect that they will need extra training and support, and incorporate them into your organization and culture as much as possible. 

Leverage University Career Centers as Partners

When you turn to Mac’s List for help with your hiring, you know you are reaching an engaged and qualified audience. Similarly, your friendly neighborhood university career center is also here to support you, especially for entry-level hires, interns, and volunteers. At Portland State University, for example, we have a large emphasis on community engagement and partnerships. Our students are participating in courses that address real-world issues by partnering with area organizations. 

You might already be at one of the hundreds of organizations that connect with PSU students each year through our capstones, internships, practicum placements, career fairs, alumni network, job postings, employer panels, and research projects. When you connect with the PSU University Career Center, our Employer Relations Manager will help figure out the best ways to recruit on campus and engage with our students. This process will be similar at most colleges, so reach out to local schools to start a relationship! Most will have several no- or low-cost engagement opportunities, as well as sponsorship opportunities.

When Employers and Students Win, Communities Win

I love it when mutual benefit and collaboration can create opportunities where everybody wins.  Hiring is expensive, and early career talent requires a larger up-front investment – with the potential for a big return and some great bonuses along the way. Connecting with your area college or university is a great way to access career-ready talent ready to make a difference. And when employers, students, and higher-ed partners work together, everybody benefits.

About the Author

Greg Flores is the Director of Career Services at Portland State University and has worked in higher education for over 26 years. His first job ever was assembling trash bins and painting dumpsters; his worst job was car salesman; and his best job is working with students on their career decision making and readiness!

Greg is coming up on 20 years in the career development field, and is currently focused on working with faculty to incorporate a stronger focus on career readiness in the curriculum to ensure equitable access and outcomes for all students.

Greg came to Oregon 20 years ago and lives in the Portland ‘burbs with his family. He believes fully in the Portland State motto – “Let Knowledge Serve the City” and his team is ready to help you hire talented PSU students and alumni!