A recent LinkedIn trend saw the discussion of ‘which job ad words are scariest?’.
As we explored in a past article, businesses are needing to review their business practices in order to now attract the Gen Z workforce.
In addition to this, you may also need to review how you write your job descriptions, which we discuss further below.
How has the working world changed?
Since the world restarted following the pandemic, the trial of a four-day working week came into force with a number of businesses signing up.
A recent report following the trial has shown that 88 percent of respondents for the survey have said the four-day week was working well for them, as reported by the Independent.
The four-day week also brings with it a better work/life balance, something that may appeal to younger talent today as they become more aware around the importance of mental health and climate change.
With young talent comes innovative ideas
Young talent could revolutionise your entire business both in the short and long term, bringing with them skills in modern technology usage and help to emerge these into your business.
Another important benefit that some companies may not realise, is that the demographic businesses may be targeting are those in that age bracket, meaning that bringing in young talent can help to review how businesses are currently targeting audiences and look for new innovative ideas. As highlighted in this LinkedIn article, there are a number of benefits to hiring graduates in addition to this.
How to write for today’s professionals
HR Magazine writes that 54 percent of Gen-Z surveyed won’t even complete an application if recruitment methods are outdated.
So, when looking into attracting fresh talent, what are the key words to avoid and what are the key words to include?
According to a recent LinkedIn discussion, the most out-of-favour expressions in a job description were around handling stress, responsibilities outside the job description, self-starters, willing to wear many hats and asking applicants to be humble.
There have also been past discussions around ‘additional benefits’ which listed the amount of annual leave days a successful recruit could receive, something that is a requirement and standard. This could also be deterring young talent. As well as not disclosing the salary by noting it as ‘competitive’.
A blog by JVP Group also lists some useful tips on how to attract graduates into your business, for example getting the advert title right, the copy of the advert to appeal to graduates and using social media campaigns.
Identify the skills your business needs
If you are looking to recruit fresh graduate talent, the Higher Level Skills Match (HLSM) project could help you.
A dedicated Account Manager can work closely with you to identify the skills your business needs and then help to refine your job description in order to attract applicants from the university.
HLSM is part-funded by the European Social Fund, which means all services provided are fully-funded resulting in no direct cost for your business.
The project is in partnership with Birmingham City University, Aston University, Newman University, Tamworth Borough Council and Lichfield District Council. Bringing you graduate talent from across three universities.