You know, it sometimes feels odd to formulate opinions about job ads, recruitment practices and employer branding while having as much experience in graduate recruitment as Gordon Ramsay does in Ethics & Compliance.

Gordon

But now that I’ve already started writing this shit and I don’t exactly have time to turn around and write about something else, here are the two main things students wish you would include in your job ads. We discovered these through dozens upon dozens of informal chats with students who use Magnet.me, and the opinion was unanimous.

The Compensation

Money? Shut the front door! Yes, when your student debts outweigh the GDP of some Eastern European countries, money becomes an issue.

When student after student ranted about the lack of compensation info in job ads, I totally saw their point. I was a student as well. We all were. It’s not about greed, either. It’s not like students are money hounds who only care about the compensation and slacking off. They want to hustle and learn, but not for breadcrumbs. They agreed that giving them at least a range shows transparency and understanding that few employers are willing to put out there.

The one word that kept popping up in my chats with the students was “shady”. They’re not wrong. It’s shady not to mention compensation from the start and hide under jargon like “competitive salary”. They know there is no policy preventing you from including salary information, they’re not stupid. That’s why literally all of them use Glassdoor as their primary source for info on your company.

What do you think they care about more? The “international environment” or their salary? I see one mentioned way more than the other.

The main take away here is this: Rise above the other employers and show the students that you are trustworthy and understanding. You’ll be surprised how impactful that will be.

The Recruitment Process

Every company has their own way of onboarding talent. Perhaps all they need to do is a Skype chat and a formal interview at the office, or it could be that they have to complete a 45 minute personality test, then go to an assessment center, sacrifice a goat, then three more rounds of interviews, topped off by performing coronary bypass grafting on a fucking raccoon.

The point is - they are completely lost. This leads to uncertainty. What’s a young person’s first instinct when faced with uncertainty? To dash. If a company gives them too many question marks and “shady” red flags from the job description alone, what else is waiting for them if they actually sign a contract? Most don’t have the energy to find out and look for the next thing.

We should realize that students go into all of this completely cold. It’s all very strange and foreign. The more welcoming, upfront and detailed we are about what’s expected and what will be provided, the easier it will be for them to enter your company confident, trusting you and how you do business.

Best part is - it only takes 3 lines of text to make this change and give students a signal that you’re living in the real world and not a slave to jargon and business bullshit.