Attracting and hiring early-career talent—professionals with five years of experience or less, primarily from Generation Z—requires a fresh, modern recruiting strategy. This group is tech-savvy, values flexibility, and seeks meaningful career growth. To engage them effectively, employers must refine their recruiting and hiring process, leveraging digital tools, targeted university outreach, and innovative talent acquisition strategies.
Why Early-Career Talent Matters
Employers looking to stay competitive must prioritize early-career talent. According to LinkedIn’s Workforce Report, Gen Z will make up 30% of the global workforce by 2030. The earlier companies build connections with this talent pool, the more effectively they can shape the next generation of leaders.
What Does Early-Career Talent Want in a Job?
Understanding what early-career talent values is the key to an effective recruiting strategy. Unlike previous generations, Gen Z job seekers prioritize:
- Work-Life Balance: A study by Deloitte found that 77% of Gen Z consider work-life balance a top factor in choosing an employer.
- Career Development: According to Handshake, 67% of early-career job seekers prioritize professional growth opportunities. * View Handshake’s 2024 Awards celebrating Best Employers for Early Career Talent to launch meaningful careers.
- Remote & Hybrid Work: Only 10% of Gen Z want full-time in-office jobs (The Daily Mail).
- Social Impact & DEI: A Monster survey showed 83% of Gen Z prefer working for companies that actively support diversity and sustainability.
To attract and retain these professionals, companies must adopt employer recruitment strategies tailored to these needs.
How to Recruit Early-Career Talent Efficiently
- Use Handshake and Other Digital Platforms
Handshake.com has transformed the recruiting and hiring process, connecting employers directly with early-career talent. With over 10 million students and recent graduates using Handshake, it’s a must-have tool for any talent acquisition strategy.
How to Maximize Handshake:
✅ Post internships and entry-level job openings
✅ Host virtual events to showcase company culture
✅ Engage students directly with personalized outreach
Recruiters using Handshake report a 3X increase in candidate engagement compared to traditional job boards.
Other essential platforms include:
- LinkedIn – Great for building long-term connections and talent pipelines.
- WayUp – Specialized in entry-level hiring and internships.
- RippleMatch – AI-driven platform matching companies with early-career talent.
By leveraging these tools, companies can improve their employer recruitment strategies and connect with top young professionals faster.
- Strengthen University Partnerships
Building strong relationships with universities enhances your recruiting strategy and provides direct access to skilled graduates.
Best Practices for University Engagement:
- Participate in Career Fairs: 92% of colleges host at least one career fair per semester according to National Association of Colleges and Employers (NACE)
- Develop Internship-to-Hire Programs: 60% of interns convert into full-time employees, making internships a crucial talent acquisition strategy (NACE).
- Offer Guest Lectures & Workshops: Engaging students through industry talks increases brand awareness and interest in your company.
- Work with Career Services: Schools like NYU, UC Berkeley, and Michigan State have dedicated early-career talent pipelines that employers can tap into.
Employers that invest in university recruitment programs experience a 40% faster hiring process compared to those relying solely on job postings.
- Optimize Your Virtual Recruiting Strategy
Remote hiring isn’t just a pandemic trend—it’s now a standard part of the recruiting and hiring process. Virtual recruitment expands reach, reduces costs, and speeds up hiring.
How to Enhance Virtual Hiring:
📌 Host Virtual Info Sessions – 68% of Gen Z prefer online employer engagement over in-person events (Handshake Report).
📌 Leverage AI Resume Screening – AI-driven talent acquisition strategies cut screening time by 75%.
📌 Use Video Interviewing Tools – Platforms like HireVue and Zoom streamline candidate assessments.
Companies using virtual recruitment see 25% higher application rates from early-career talent than those relying solely on traditional hiring methods.
- Improve Your Employer Brand
Your recruiting strategy isn’t just about finding talent—it’s about making them want to work for you. Gen Z candidates research potential employers extensively before applying.
How to Strengthen Employer Branding:
✔ Showcase Employee Testimonials – 76% of Gen Z candidates trust employee reviews more than company websites.
✔ Highlight Growth Opportunities – Companies with structured career development paths retain early-career talent 33% longer.
✔ Be Transparent About Salary & Benefits – Glassdoor reports that 85% of Gen Z won’t apply to jobs without salary details.
Companies with strong employer branding fill roles 50% faster than those with weak online presence.
- Offer Competitive Compensation & Benefits including Flexible Schedules and Remote Days
While early-career talent prioritizes career growth, compensation still matters.
- Competitive Salaries: The median starting salary for new grads is $58,000 (NACE).
- Student Loan Assistance: 61% of Gen Z job seekers favor employers that offer student loan repayment support.
- Wellness Benefits: Mental health programs are a top priority, with 81% of early-career employees seeking companies with robust wellness initiatives.
Providing attractive benefits strengthens employer recruitment strategies and keeps top young talent engaged.
Final Thoughts
Recruiting early-career talent efficiently requires a recruiting strategy that aligns with Gen Z’s values, tech habits, and career aspirations. By integrating digital hiring platforms, strengthening university relationships, and refining employer branding, companies can build a robust recruiting and hiring process that attracts and retains top young professionals.
With the right talent acquisition strategies, businesses can not only hire the best early-career talent but also foster the next generation of industry leaders.
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Add to your workforce with the very best talent. We welcome a conversation to hear what skills will have an impact on your organization. Reach out to Lloyd.
And – if you are looking for a new role where your contributions will be valued, explore opportunities on our Jobs page.
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Written by Nancy Schuman, CSP, the former Chief Commuications Officer for LLoyd Staffing.
A recruitment and career specialist, Nancy has more than 40 years in the staffing industry – 27 of them with LLoyd. Now semi-retired, she remains an advocate for career education; she has advised thousands of candidates on their resumes and job searches while also serving as the Careers columnist for a large weekly Long Island newspaper. Nancy has written 11 popular books for job seekers and business professionals. You can find her Author’s page and books on Amazon. She continues to blog for Lloyd and coach job seekers at all levels, offering advice for today’s competitive workplace.