Attracting early career talent
Attracting early career talent
This chapter focuses on attracting early career talent, which is essential for organizational and career ecosystem sustainability. The chapter begins with an overview of Generation Z and Industry 4.0, including consideration of graduate migration patterns and holistic identity formation. Next, the authors explore the challenges of attracting early career talent, including (i) war for talent and skills shortages, (ii) attracting diverse applicants, (iii) mental health, wellbeing, and flexible working, and (iv) corporate citizenship via social and environmental impacts. Then, opportunities for attracting early career talent are presented, comprising (i) early and ongoing engagement, (ii) authentic branding, values, and culture, and (iii) compensation, benefits, and development opportunities. The chapter concludes with four lived experience insights highlighting challenges to attracting early career talent and pragmatic strategies to address them.
114-141
Donald, William E.
0b3cb4ca-8ed9-4a5f-9c10-359923469eec
17 January 2024
Donald, William E.
0b3cb4ca-8ed9-4a5f-9c10-359923469eec
Donald, William E.
(2024)
Attracting early career talent.
In,
Donald, William E.
(ed.)
Strategic Opportunities for Bridging the University-Employer Divide.
Hershey, Pennsylvania.
IGI Global, .
(doi:10.4018/978-1-6684-9827-9.ch005).
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Abstract
This chapter focuses on attracting early career talent, which is essential for organizational and career ecosystem sustainability. The chapter begins with an overview of Generation Z and Industry 4.0, including consideration of graduate migration patterns and holistic identity formation. Next, the authors explore the challenges of attracting early career talent, including (i) war for talent and skills shortages, (ii) attracting diverse applicants, (iii) mental health, wellbeing, and flexible working, and (iv) corporate citizenship via social and environmental impacts. Then, opportunities for attracting early career talent are presented, comprising (i) early and ongoing engagement, (ii) authentic branding, values, and culture, and (iii) compensation, benefits, and development opportunities. The chapter concludes with four lived experience insights highlighting challenges to attracting early career talent and pragmatic strategies to address them.
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Published date: 17 January 2024
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Local EPrints ID: 487067
URI: http://eprints.soton.ac.uk/id/eprint/487067
PURE UUID: 45c4a034-e6ee-4357-8187-cdf152c59406
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Date deposited: 13 Feb 2024 17:30
Last modified: 16 Apr 2024 02:08
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Author:
William E. Donald
Editor:
William E. Donald
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