How to Attract Graduates to Regional Opportunities
We are all familiar with the challenges currently facing employers to engage and retain top graduate talent - but these are heightened when recruiting for regional roles.
Recruitment in such areas demands a different approach - you are uprooting someone’s life and moving it somewhere distant, unfamiliar and new. It is crucial to concentrate on the benefits - on the why. What can this provide that the city cannot?
The following ideas can help you catch the eye of top graduate talent when recruiting for roles in regional areas:
Share Your Stories
Telling the story of what it’s really like to be a part of your teams, workplace and the community is your opportunity to present a realistic job preview. Come up with ways to exhibit your people, culture and community you blossom in before you’re ready to recruit (and ramp it up during the recruitment process). Different forms of social media, such as Facebook and Instagram, provide the optimal platform to post your stories and community life.
Sell the Role
Fresh graduates are still motivated by the high caliber of training and development and the opportunities for progression. So, tailor your messaging to feature these major areas with your regional roles.
In a lot of cases - offices in regional areas don’t have as much resourcing than the bigger urban centres, meaning there’s a more diverse range of work, equal or higher opportunities to progress than in cities, and the prospect to ‘get your hands dirty’ at the coalface, so to speak - working in a super rewarding community-facing capacity.
List the Lifestyle Benefits
Graduates come in a diverse range of shapes, sizes and age groups. What attracts one graduate from the next varies greatly.
More recent graduates may seek options for adventure, camping, skiing or cafe culture.
Mature-aged graduates might be more likely to find family and community benefits more appealing, including onsite daycare, subsidised accommodation, affordability of housing and lower living costs.
It is true that your regional position won’t attract everyone - so determine what lifestyle benefits are relevant and adjust your messaging to advertise them to the right audience.
Simplify the Recruitment Process
Make the role as enticing as possible, removing possible barriers affecting decision-making.
For example - is a face-to-face interview, forcing the candidate to travel hours by bus and plane, really essential - or is a skype interview a possibility? After narrowing down a couple of candidates, can you subsidise accommodation for a night, to give them insight into the community and your workplace? Make the ‘yes’ decision a lot easier by simplifying the process.
How Will You Attract Grads to Your Next Regional Opportunity?
Your employer brand must be positive and engaging in order to help you obtain high quality candidates who share your organisational culture and values. Of these candidates, you can alter your messaging specific for the regional role to tell the community story, establish the benefits of regional v. city opportunities, and demonstrate a recruitment process that is inclusive and straightforward. Remove those hurdles and make life easy for them!
Recruiting for regional roles for your 2018 graduate program? Get in touch with our team if you need any help promoting your regional and rural opportunities on GradConnection.