Five Tips for a Successful 2023 Recruiting Season

Hone your recruiting strategy to attract the brightest talent

The “Great Resignation.” Massive layoffs in large tech firms. The “Quiet Quit.” The largest segment of the U.S. population – Baby Boomers—reaching retirement age. Unprecedented labor shortages. Two million + new college graduates will certainly be entering a complicated job market in 2023. But all of those macro forces will create a great opportunity for talented job seekers to land in a promising career position. And hiring companies will have to move quickly and be willing to offer more than just a job with a salary to get the best and brightest talent.

We’ve created five best practice tips for you to use as you approach your Spring 2023 recruiting and onboarding efforts.

1. Be specific about qualifications and other hiring criteria.
   Whether you are using an outside recruiting resource or an in-house team, you’ll need to prepare a thorough written job description that includes all of the basics (and more) a job seeker looks for in their search. Indeed, the number one job site in the world, offers some great tips on how to write a great job description.
2. Be prepared to “sell” your company.
   With so many virtual or hybrid entry-level positions available today, geography is often no longer a factor in landing a job. With competition on the rise, you’ll need to present a positive company image, supported by professionally developed materials (corporate backgrounder, company overview video, written benefits/compensation package) that can be delivered by skilled recruiters.
3. Develop a formal training program for new recruits.
   Today, more than ever, having a strong training and development plan is essential for recruiting recent college graduates. Generation X job seekers consider learning and development to be one of the most compelling reasons to join a new organization. Without proper training and onboarding, you’ll likely miss out on top recruits and have to endure the cost and headaches of a “revolving door” in your entry level positions.
4. Give new recruits the tools to succeed.
   In the age of the hybrid workforce, it is more important than ever to provide the tools and technology that can support your new hires and help them connect on a personal level with management as well as their peers. In a sales-related position where employees are expected to make a large number of outbound calls, for example, they need have access to a prospect database, and ideally, a sales dialer (built with the management and reporting features of a virtual call center) so their efforts can be accurately documented, and they can be properly coached and managed.
5. Remember the three P’s of great managers: Positive, Present and Personal.
   There are many studies about why employees quit their job, but they typically show similar outcomes. Lack of recognition or feeling under-appreciated is consistently among the top five reasons. Today’s young workers place a high value on recognition, in both subtle forms (a pat on the back; a shoutout in front of their peers) and more overt ways (a raise, bonus, extra day off, etc.) The great managers of today use positive reinforcement as a daily tool to keep employees emotionally engaged with their work, checking in frequently (being “present”) and building a strong interpersonal connection. Practice the three P’s and you will see it reap benefits.

Final Thoughts

Assuming you have done a thorough job of recruiting and selecting the right job candidates, it is now a shared responsibility between you and your new employee to ensure he/she is successful. Far too many managers hire great talent and then fail to provide the leadership, training and mentoring that a young employee needs to succeed. Count on making a 12- to 18-month investment into a new hire before expecting the type of job performance you would receive from a long-term employee.

With thoughtful recruiting efforts, comprehensive training/onboarding and realistic expectations, you will have the greatest chances of producing successful, productive entry level employees.

TSRM Group’s FastStart Sales Enablement Program recruits, trains and provides ongoing mentoring for recent college graduates to set them on the path to a successful career as an IT sales rep. For more information, visit FastStart.