Daria Johnson’s Post

Innovative Strategies to Engage Early Talent - Industry Panel Webinar Alison Noonan, M.Ed., CCSP, and Jesus Batista had an incredible webinar discussing strategies to engage first- and second-year students in career development and recruitment. We want to give a big thank you to our expert panelists Lauren K. Birch, Sarah H., Alec Torigian, Savone James, and Taylor Johnson for sharing their expertise and valuable insights! 🙏 🔑 Key Takeaways: Start Early: Engage with freshmen and sophomores through low-commitment opportunities like leadership days, classroom pop-ins, and after-hours Q&A sessions. These events help build relationships without overwhelming students. Transparency is Key: Be honest and clear about expectations, opportunities, and any potential fees to ensure students feel confident and informed. Career Readiness Workshops: Equip students with essential career skills, such as networking, even if they don’t directly apply for internships. These workshops benefit them in any field! Leveraging Campus Resources: Collaborating with campus Career Centers, like C3, is essential for connecting with students and growing your presence on campus. Don’t forget the power of platforms like Handshake to build lasting connections! Long-Term Talent Growth: Create “grow your own” opportunities, where students can start as volunteers or interns and eventually become future leaders within your organization. 📅Stay up-to-date with all of our upcoming webinars! Don’t miss out on more opportunities to learn from industry experts and strengthen your campus recruitment strategies and earn SHRM credits. Check out the link below for more info and registration: https://lnkd.in/e6g9RS-6 #CareerDevelopment #StudentEngagement #Recruitment #UniversityRelations #CareerFair #Networking #Leadership #CollegeRecruiting #CareerReadiness #GrowYourOwn #Symplicity

As we approach 2025, several key trends are shaping early careers recruitment.  Employers are placing more emphasis on practical, digital, and soft skills over formal qualifications, while also seeking candidates who are agile, resilient, and able to thrive in fast-changing environments.  Hybrid work remains a vital component of early career strategies, offering flexibility and improved work-life balance for employees, however it also presents challenges with visibility and engagement that both employers and young professionals need to work to overcome.  Early engagement with GenZ through internships and apprenticeships is growing and this cohort demands diverse, inclusive, and socially responsible workplaces, and employers need to respond; now more than ever, a strong employer brand is crucial for attracting talent. #EarlyCareers #YouthMarketing #GenZ #EmployerBranding

The Battle for Early Talent - It starts in Middle School but there is a GAP! Watching our children navigate career choices has been exciting, as we see their interests develop and take shape. Since 2020, I’ve noticed a growing trend of career fairs starting as early as middle school, where future employers introduce various careers to young students. This act of planting seeds is instrumental, as it helps these young minds begin formulating opinions and ideas about their potential career paths. However, just yesterday, I learned that some Fortune 50 and100 companies don’t offer internships until after a student’s junior year in college. This reveals a notable gap between the early exposure to careers in middle and high school and the hands-on experience offered later in college. This gap highlights a missed opportunity to engage students during a critical period of career exploration and development. It seems there is room for more programs to bridge this space, allowing young people to gain practical experience and mentorship earlier in their educational journey. Early talent recruiting programs are essential for organizations looking to nurture and develop future leaders. These programs focus on identifying, attracting, and engaging high-potential candidates early in their careers, often during college or just after graduation. By partnering with universities and offering internships, co-op programs, and entry-level positions, companies can build relationships with young talent before they fully enter the workforce. These programs give students practical experience, helping them bridge the gap between academic learning and real-world application. One of the key benefits of early talent programs is the ability to shape and mold individuals according to the organization’s values and culture from the outset. This leads to higher retention rates and a deeper understanding of company processes and goals. Moreover, by focusing on early talent, companies can tap into innovative ideas and fresh perspectives that young professionals bring to the table. Another advantage is the establishment of long-term pipelines for talent. Building these relationships early creates a loyal candidate pool, which can be crucial in industries with competitive hiring landscapes. Overall, early talent recruiting programs are a strategic investment in a company’s future, ensuring a continuous flow of skilled professionals to meet evolving business needs. I encourage you to look at your early talent acquisition processes and close this very important gap when the four-year graduation rate is typically lower, around 40% for public universities and slightly higher for private institutions. For students at two-year institutions, such as community colleges, the graduation rate within three years is around 30%. #Healthcare, #CEO, #COO, #CFO, #CAO, #CCO, #CTO, #CNO, #Recruiter, #TalentAcquisition, #HR, #SPHR, #CHRO, #physicianrecruiter

//90% OF ALL JOBS CAN BE TAUGHT GIVE PEOPLE A FREAKING CHANCE!!! Remember this: Many companies nowadays are more focused on hiring people who are already experienced, rather than those who may not have experience but have a great attitude, dedication, and a team-oriented mindset. But let's be real here - it's more about having the right mindset and being willing to learn and grow, rather than age or experience. The best companies look for talent with potential, not just a list of past accomplishments. To make the most of this potential, organizations need to create an environment that supports continuous development. Here's how: 1. Solid Training Programs: Companies should invest in training programs that give employees the skills they need for their jobs, including on-the-job training, mentorship, online courses, and workshops. 2. Redefine Hiring Criteria: Companies should change their hiring criteria to focus more on potential and willingness to learn, rather than just experience or formal qualifications. This could include behavioral interviews, aptitude tests, and probationary periods to assess a candidate's ability to learn and adapt. 3. Team Up with Schools: Companies can work with educational institutions to create curricula that meet industry needs. Programs like apprenticeships, internships, and cooperative education can help bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within companies is crucial. Employers should support ongoing education and professional development, including regular skills assessments and resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Companies should implement inclusive recruitment practices to remove biases and barriers. Using methods like blind recruitment, diversity quotas, and targeted outreach programs can help ensure a fair chance for diverse candidates. P.S. By following these steps, companies can create a team that's adaptable, creative, and strong, setting the stage for lasting success and innovation. ——— This is how we bring ideas to market in one week only:  https://lnkd.in/eq4TvNC4 #innovation #creativity #future #whatinspiresme #innoweek #venturestudio #companybuilder #vc ♻️ Repost to help your network to bring their ideas to market. And follow Dipl.-Ing. Lars Behrendt for more posts like this.

Question for #earlycareer teams within my network Do apprentices /graduates preparing to join the newest cohort of early talent truly understand how their role contributes to your organisation's value ecosystem? 🤔 I am very fortunate to have access to a gifted pool of ambitious early career talent who share their challenges with me. One challenge that surfaces a few times is that: "I have been told to keep doing what I am doing as I am adding value, but it's unclear how what I am doing is making a difference to my team, department or even the organisation." Whilst getting praise is great, what is even better is a clear understanding of how your contributions feed into the wider value ecosystem of a team, department, or organisation. This enables early career talent to gain a clear perspective on how their contributions make a difference and better understand their department and the organisation's general value ecosystem. I use a jigsaw analogy. 🧩 Think of a 5000-piece jigsaw. To really appreciate it, you need to understand the structure of the completed image and see how each piece contributes to the bigger picture. Once that happens, you become more enthused to dedicate time to completing it; each placement is intentional. Compared to when you can't understand the structure, you become frustrated and stop trying to complete what looks like an impossible mission. If you are preparing to take in your new cohort of early careers, do what is necessary to ensure they understand the structure of the jigsaw and how their piece fits into it. If you seek interactive workshops to ensure your early career cohort understands your organisation's value ecosystem and is equipped to proactively contribute by utilising their skills and unique sprinkle power to stand out for the right reasons, let's talk. #earlycareers #entrytalent #valueecosystem #talentpipeline #inclusion #talentdevelopment #solumanconsultancy

University Recruiting leaders – as campus recruiting wraps up, you may not be able to control salary to drive the offer acceptance rate higher, but what you can control is just as important (showcasing company culture and non-monetary perks) 💡 : For example, 50% of students are more likely to accept an offer with wellness and professional development stipends, and 25% wouldn’t accept an internship without PTO. 💡: This year, students are also prioritizing stability, with over two-thirds seeking “safe options to launch their careers” rather than “high risk, high reward” roles. Values matter too—51% prefer a mission they care about over higher pay. Let’s chat in the comments (or DM me) if you’re looking for ways to fine-tune your offer strategy!

Best of luck to everyone picking up their A-Level results today. However if you are a student and you don't get the results you were looking for...THAT. IS. OKAY. There are far more pathways to success than simply "I have to go to University", employers for entry-level candidates look for 3 things: 1) How hungry are you to learn & develop. 2) How aspirational are you. 3) How hard are you willing work to get there. So whether you are going to university, or starting an apprenticeship, or going straight into work. There isn't one-size-fits-all when it comes to success. Do what you love, apply yourself (even if out of your comfort zone), and everything will work out the way it is meant to. #ALevelResultsDay #Work #Recruitment

As a career advisor in higher education, summer break doesn't mean a break from staying engaged with my work! 🌞📚 While students are away, I make it a point to: 1. Stay Updated: I check LinkedIn daily to stay on top of hiring trends and see what other professionals are doing. It's fascinating to observe the evolving job market and share insights with my network. Recruiting for students is very heavy in the fall! 2. Professional Development: Summer is the perfect time to take online courses, attend webinars, and read industry-related articles to keep my skills sharp and relevant. KACE Summer drive-in anyone? 3. Networking: Engaging with other career advisors and industry professionals helps me gain new perspectives and ideas that I can bring back to my students. So with that, lets connect!! 4. Plan Ahead: I use this time to develop new workshops and programs that will benefit students in the upcoming semester. How do you stay engaged and proactive during the quieter times at work? Let's share tips and keep the momentum going! 💪✨ #CareerAdvising #HigherEducation #ProfessionalDevelopment #CareerTrends #ContinuousLearning

Here's a shocking fact: Over half (52%) of recent graduates from four-year U.S. institutions are underemployed a year after they leave school? This leads to talent shortages and other issues for graduates. But how can colleges or other educational institutions help tackle this? To tackle the talent shortage, educational institutions need to become 'work experience' brokers, integrating more co-ops, internships, and real-world projects into their curricula. This shift is crucial for ensuring students gain the skills and confidence needed for their careers and help them in landing jobs within that first year of graduating. Programs at institutions like National University and Arizona State University are already leading the way. National University uses platforms to incorporate employer-created projects into courses, helping students gain real-world experience. Meanwhile, Arizona State University employs thousands of students annually in roles aligned with their studies, ensuring they earn while they learn valuable career skills. Building stronger pathways to work-based learning can restore confidence in higher education and better prepare students for the workforce. #EnvisionMoore offers tailored workforce development consulting to help educational institutions create these vital work-based learning opportunities. By partnering with us, your educational institution can better prepare students for the workforce, enhancing their career readiness and boosting your institution’s reputation. How can your institution better prepare students for the workforce? Contact Envision Moore today to learn how we can help! For more insight on this, read the full article here: https://lnkd.in/eFXyUZG4 #HigherEducation #TalentShortage #WorkBasedLearning #CareerReady #EnvisionMoore Bob PaxtonAmy Albee, Ph.D.Donnell LayneBelinthia BerryMelissa Nolley

You graduated from college - NOW WHAT? This feeling of unpreparedness can stem from various factors, including a lack of practical experience, insufficient networking opportunities, and curriculum gaps that don't align with industry demands. Many students spend years absorbing theoretical knowledge, yet find themselves ill-equipped to navigate the complexities of real-world work environments. Internships and co-op programs are often touted as solutions, but not all students can access these invaluable experiences. Moreover, the rapid evolution of technology and industry practices means that classroom skills can quickly become outdated. Students might graduate with a solid academic foundation but lack the specific skills employers seek. This disconnect can lead to frustration and anxiety as they enter a competitive job market. Networking also plays a crucial role in successful job placement. Many graduates find themselves unsure of how to connect with professionals in their desired fields, missing out on opportunities that could arise from mentorship or informational interviews. The importance of soft skills, such as communication and adaptability, can often be overlooked in academic settings, leaving students unequipped to present themselves effectively in interviews or collaborative work environments. As graduation approaches, the pressure mounts. Students may resort to online job boards, but the sheer volume of options can be overwhelming, leading to a sense of aimlessness. Without guidance, the transition from student to employee can feel daunting, making it essential for educational institutions to provide robust career services and resources that bridge the gap between academia and the professional world.