Losing diverse talent in the offer process?

✍🏽 Losing diverse talent in the offer process?

Some of you have mentioned on our recent calls that you’re seeing higher drop-out rates from underrepresented early career applicants during the offer phase.

Generally, dropouts are more common with early career applicants.

They’re new to the corporate world and often get cold feet.

Plus during the intern/grad season chances are they’re interviewing with other employers.

We asked our community what would make them more likely to accept.

And what they think the best employers do to help with the transition.

The best early-career employers:

▪️ Host events and office meet-ups
The more they get comfortable with each other, who they’ll be working with and the office environment the more likely they are to accept and follow through.

Chances are they’ve only met you at an assessment. These meet-ups help them to picture what it’s going to be like working with you and make joining on day one much less daunting.

▪️ Virtual community
Invite them to a space where they can connect to each other online through WhatsApp or another community platform.

If they start to make friends this can play a part in why they would accept an offer from one company over another.

▪️ Regular comms
Long stretches of time without hearing from you can lead to them thinking twice about their decision.

Keep them excited by sharing updates and reminding them about what’s to come through an email newsletter. This could include employer branding video content.

▪️ Mentors & Buddies
Organise a mentor or buddy programme and put them in touch before they even join the business.

It gives them someone to answer their questions and shows you care which should hopefully align well with the rest of your onboarding process.

Simple but effective. It’s often the small tactics that go a long way with Gen Z.

If you want more blogs like this you should sign up to our TA Tribe newsletter.