There is a skills shortage in the UK – no doubt about it. New articles are published all the time on the subject, one proposed solution for plugging the gap is to employ home-grown STEM grads (graduates in science, technology, engineering and mathematics subjects). But what can recruiters do to win the most promising STEM grads at a time when UK graduate opportunities are at a high** and recruiters are consequently fighting over the same limited talent pool?
How you go about attracting STEM grads is not complicated, but it does require an understanding of your market. Luckily for you, we’ve put together a list of what STEM grads want and how to make sure you deliver it.
Charisma
In an age filled with imagery, video content, customer-led branding and choice, it’s more important than ever to ensure that what you present is immediately pleasing and stimulating. STEM grads want something they can get on board with so we must provide personality, branding, information and a call to action all in one snappy advert that can be easily consumed from a mobile device. A formally toned advert with a table of key responsibilities and a general office location is old fashioned and unattractive to this group and simply won’t cut it. With so many other opportunities available, you can’t afford to slack on first impressions.
So what can you do? Well, you can jump in with zest and include your own branded images and videos – something fun and informative that will not only get your target market interested in the job, but make them want to share it amongst friends. We’re all aware of how something can quickly go viral online with the simple click of a “like” button, so why not take advantage of this and create something share-worthy, using comedy or sassy straight-talking to keep people engaged.
Excitement
Think about the subjects that STEM grads have studied for the last three years (minimum) and will continue to devote themselves to throughout their career. They’re innovative, exciting and looked upon by outsiders with wonder and admiration. Keep this in mind throughout the recruitment process and tell your candidates not only about the awards your client has won, but what they’ve achieved in the industry – how they’ve led, revolutionised, inspired and how they’ll continue to do it. Most importantly, remind candidates why they love their subject, how they can personally affect change in the role, and build a career for themselves: something to dream about.
An important step to take when building excitement for STEM grads is to speak directly with your client about ways they can best present themselves to said candidates. They want to work with a prestigious company, so make sure any awards and achievements are being promoted on your client’s website and social media. These tech savvy graduates coming into the market will absolutely be doing research via their preferred channels like Facebook, as well as more traditional ones like the company’s website. Use your expertise to prepare clients for this and make recommendations on what will appeal and ultimately seal the deal with STEM grads.
Support
It would be a costly mistake to forget that this could be your candidate’s first “real” job, or even first interview. Don’t take anything for granted and make sure candidates have full knowledge of what to expect and how to prepare, without being patronising. It’s a tricky balancing act but when graduates venture into the working world, they want to feel capable and prepared, not babied or caught off-guard. The last thing you want is a perfectly skilled candidate losing out because they lack interview experience, something you could have helped them with. Remember to give honest, constructive feedback even if the candidate isn’t successful, as providing tailored support to STEM grads will set you apart from other recruiters. Who knows, even those you didn’t manage to place but impressed nonetheless could be calling you as a client before you know it.
Support shouldn’t end when you place a candidate either. There are often surprises and unexpected elements of a job which a graduate may not have taken into account. Be sure to check in with them over their first few weeks in the role to see how they’re doing and if they have any concerns. By relaying candidate feedback to your client, you not only help secure your placement, but you also help your client further refine their recruitment process to make it as effective as possible.
Do you agree with this STEM grad wish list? What else are you doing to charm grads? Let me know by commenting below.
*Articles on skills shortage in the UK
**Independent - Graduate job vancacies, apprenticeships and salaries soar
Images: Photokanok, Stuart Miles, mapichai
