Challenge
Challenge

Whether your campus recruitment program involves booths at job fairs, on-campus interviews, relationships with career centers, or everything in-between, the goal is always the same: to attract and retain bright student and new grad talent. Companies that recruit talent from campuses have been known to see up to a 98.6% retention rate. But getting student and new grad talent in the door is easier said than done. In the US and Canada, there are more open jobs than ever, not to mention that 23% of American companies are doing more campus recruiting than they were 5 years ago - making the competition harsher than ever before.

Plum's Solution 
At Plum, we know that people tend to get hired for skills and knowledge, but get fired for talent - in other words, their potential. We understand that it can be really hard to differentiate which new grads will be a good fit for your open roles because their skills and knowledge - such as a degree or designation, or Photoshop and Javascript skills - are so limited and all look the same on a resume. But what if you could measure potential instead? Plum works with campus recruitment teams to quantify the talents of millennial and Gen-Z job seekers.

Plum's Solution
Win the race for new grad talent

Win the race for new grad talent

We get it, the race to secure young talent is fierce. In the U.S., there are currently the same number of job openings as there are job seekers (but of course, not every unemployed person will be a perfect fit for every open role). In Canada, there are currently more people over the age of 65 than under 15 - which means the demand (and competition) for young talent will only increase. With Plum, you can find the agile, innovative millennial and Gen-Z talent you need in talent pools no one else is considering.

Give your talent the development experience they want

Give your talent the development experience they want

Millennials value development more than other generations - 87% of millennials rate development as important to them in a job. That’s why we offer every applicant a detailed Plum Profile that includes opportunities to leverage their strengths and identify areas for development in order to better market themselves. Our Professional Development Guides resource you to create a talent-based professional development roadmap for your young talent.

Attract young talent with a diverse culture

Attract young talent with a diverse culture

Nearly half of millennials say a diverse and inclusive workplace is an important factor in a job search. Building a culture that prioritizes diversity and inclusion is more than just the right thing to do - it’s critical to attracting young talent. With Plum, mitigate bias at the top of your hiring funnel to get more diverse talent in the door to build the diverse and inclusive culture that millennials are looking for.

Reduce new grad talent turnover

Reduce new grad talent turnover

66% of millennials expect to leave their organization by 2020, and 81% of millennials are continuously looking for a new opportunity. By hiring for talents, rather than skills and knowledge, we’ve helped customers reduce their turnover rate by 43%. By matching student and new grad talent to roles where their talents thrive, while simultaneously helping you build a culture of development and diversity, Plum is poised to help you retain your millennial and Gen-Z talent.

 

 

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