New Grad Hiring

New Grad Hiring during a Crisis?


Protect Your Brand is a Limited Podcast Series. The Chad & Cheese call on a real cast of experienced characters including Gerry Crispin, Principal & Co-Founder of CareerXRoads, Deb Andrychuk, VP of Client Services with Shaker Recruitment Marketing and Steven Rothberg, Founder and President of CollegeRecruiter.com to answer the questions employers should be asking themselves.


Lead question: How are employers protecting their brands and talent pipelines by adapting their new grad hiring programs?


Support provided by our friends at Shaker Recruitment Marketing - COVID might keep us at home but it won't keep us quiet!

PODCAST TRANSCRIPTION sponsored by:

Disability Solutions helps companies find talent in the largest minority community in the world – people with disabilities.


VIDEO AVAILABLE HERE


Intro (1s):

Hide your kids lock the doors. You're listening to HR's most dangerous podcast. Chad Sowash and Joel Cheesman are here to punch the recruiting industry, right it hurts where complete with breaking news, brash opinion, and loads of snark. Buckle up boys and girls, it's time for the Chad and Cheese Podcast. <Music>


Joel (30s):

Hey, I'm Joel Cheesman of the Chad and Cheese podcast and I'm joined by my partner in crime, Chad Sowash.


Chad (37s):

Well hello


Joel (38s):

Also joined by Gerry Crispin recruiting soothsayer and sightseer. I threw that in there and founder of career crossroads, Debra Andrychuk, industry veteran and VP of recruitment branding goodness, over at Shaker recruitment marketing and proud sponsor of the Chad and Cheese podcast, travel sponsor, and last and least Steven Rothberg, president and founder College Recruiter. Welcome everybody to the Chad and Cheese podcast. HR's most dangerous podcasts by the way.


Joel (1m 8s):

Well, let's dive right into it. We're going to talk about grad hiring on this episode. So I'm going to send this out to Deb, Deb, this one's for you. How are employers protecting their brands and talent pipelines by adapting their new grad hiring programs?


Deb (1m 26s):

So we are seeing, I'm actually really excited to see this, that companies are very keyed into the fact that they know they need to do the right thing. They are to Gerry's point in an earlier session, we were talking about how, you know, if you are making offers, you can't resend. The majority of our clients are keeping the folks that they have made offers to in the internship program, same thing. And then they're just pivoting and they're making sure that they're able to provide, you know, meaningful content via online.


Deb (2m 4s):

I think that's the toughest thing that these clients have had to do is, you know, take whatever they typically train for and turn that into online curriculum. That's not simple to do. And not only that, but we all know that, you know, the whole zoom fatigue, it's a real thing, trying to really pay attention every minute because you know, people can see you. You're, you're trying to look for the, the verbal and facial, all those cues that you, you don't get when you're not sitting across the table from someone, all of that really taxes you as an individual.


Deb (2m 42s):

So I think, you know, they're trying to, to throw in some fun, and then they're also trying to make sure that in lieu of, you know, the water cooler talk and being able to hang out with people that you would have worked with, like right next to them, they're trying to make sure you get some semblance of that And so they're doing the HR happy hours, but we're also seeing where there are executive sponsors who are spending, you know, an hour on, on, you know, video chat with new grads or with interns and, and having those conversations and keeping it a little lighthearted, making sure that it's a little more casual because they really want to try to humanize the entire experience instead of feeling, you know, very robotic


Joel (3m 30s):

Chad, wasn't you that sent the link of companies hiring magicians and comedians to come in on zoom, zoom calls, <inaudible>


Chad (3m 39s):

Oh yeah, and there is goat to meeting as well, where they actually bring live animals, llamas. And yeah, I mean, it's a thing. It's, it's the whole entertainment section.


Gerry (3m 52s):

We we've all seen each other's dogs and cats far more than we want to also can always see more dogs, cats, not so much


Joel (4m 1s):

On a serious note. Chad, you and I interviewed a Chipotle a few weeks ago and they're making some really interesting inroads with mental health benefits, as well as expanding healthcare, protecting workers, you know, serving food much better, creating six, you know, six feet distances between customers. So we're really seeing a lot of different variances of how companies are, are reacting to make sure that internships and any employee Bill's safe. You guys seeing anything else from companies?


Gerry (4m 35s):

All over the map, the thing that I try and do, which I can't do very well is, is to put myself in the shoes of some of these kids who are graduating. And, and it's hard. It's been a while for, for actually everybody on this call and 50 years for me. So, but I, but I do happen to go back and talk to kids at college on a regular basis. And most of them are truly invested in this full time job.


Gerry (5m 5s):

They're invested from an ego point of view invested maybe in a year or two years as an intern, they've gotten to know and build a relationship with kids who are also going to that company. Their parents are proud of them. You know, they finally are getting them out of the house, maybe. So there's this incredible kind of activity that's going on and now we have COVID. And so the whole issue is I'm frightened. What does that mean for me? And I think we talked about the fact that communication now becomes really critical the way in which we now are communicating with those students about what our thinking is.


Gerry (5m 44s):

Even before we make the decision as to whether or not we're going to be sinned or not rescinded, et cetera. So they get excited when we've decided not to rescind, but maybe it's going to be a delay, a delay for two or months, maybe a delay for even longer. Maybe there are a reduced issues in terms of how I'm going to be onboarded and the kind of projects I'm going to be involved in. And that might impact my pay. Or maybe I can show that there's some benefits that I can give you while I'm delaying companies or coming up with more and more innovative ways.


Gerry (6m 20s):

The key is that the company cares about doing this well more so than I've ever seen. You know, I remember the most recent 2008 a variation in which lots of companies were automatically rescinding their offers. And then suddenly the media was giving them such a hard time. They suddenly decided, well, maybe we don't resend everything, or maybe we just delay, or maybe we do something else. So they were, they were playing catch up because they made bad decisions too quickly.


Gerry (6m 53s):

Now they're making better decisions, but it takes time to make those decisions. And what they're doing when they're doing it really well is keeping the kids involved in the course of that timeframe. And, and the, the best of them are even engaging the parents of those kids as well.


Joel (7m 15s):

One of the ideas that sort of gaining traction is this idea of hazard pay. And I know we talked about internship pay in a previous episode, but it seems to me if you're in an essential worker and that's not just healthcare, but any, any, any job where you're in harms way of this virus that at least companies, government, at least government starting to talk about hazard pay, and some companies are doing it. Is that something you see getting traction? Is it something that you're seeing in the marketplace? What are your general thoughts on hazard pay for internships?


Gerry (7m 42s):

I don't, I don't see that happening too much for interns and or early hires. I see it much more in the hourly apprenticeship kind of thing. So if you're, if you're a laundry worker in a hospital, I gotta tell ya, I would be looking for some serious hazard pay. And, and I'm aware of the fact that almost half of all the people who are offered that job don't show up and, and a good portion of those who do show up, leave on the first day, because, because that's not going to, you know, you need that kind of hazard pay for those kinds of things and, and the pay and the job and the future of somebody in that job is way different than that of an intern who can, or early hire, who proves himself or herself and, and the experience that they have and the skills they're going to be able to develop and fine tune in a crisis situation are probably gonna serve them really well from a successful point of view for the rest of their lives.


Steven (8m 50s):

Yeah. Yeah. So one thing that, that these 21, 22 year old grads are going through is that a lot of them feel like punching bags that at some of their earliest memories were the start were, are this country going to war? And you know, that just sort of, as they became aware that the world was more than just them in their mommy and daddy, we were already at war in Iraq and Afghanistan.


Steven (9m 25s):

So they've, they've never known a time when we weren't at war another early memory for these 21/22 year olds is the 2008, 2009 recession, where a lot of them saw their, their parents or maybe older siblings, cousins, uncles, aunts, lose their jobs. Some of them becoming homeless or having to leave their homes being foreclosed on. And now 12 years later, or 11 years later, you know, here we are again. And it's sort of feels to a lot of them, like they've lurched from one massive crisis to another, I'm a gen Xer we didn't have any of this shit, you know, bullshit.


Steven (10m 5s):

You know, we just had, what are you talking about? We had some, but we, we didn't have anything like 08 recessions


Gerry (10m 17s):

drugs


Steven (10m 18s):

that wasn't an existential threat facing all of society and turning it upside down in the course of weeks or months. It just, it, it just paled in comparison. Yeah. We had the Soviets and we knew that we could be incinerated in a moment, but that was something that we lived with for our whole lives


Chad (10m 39s):

Were you in Canada at the time, Is that what the problem is?


Gerry (10m 42s):

I think it's, I think that's the answer. Yeah.


Steven (10m 45s):

And it's true. I mean, they're there, but you know, Canadians Canadian certainly would, would, would understand that if, if the U S were to get nuked, then Canada's, but this generation has gone from one massive crisis to another far more than the generations before it millennials or gen Xers. And another thing that I think we need to keep in mind is that a typical 21, 22 year old would rather be just a