Ask the experts: Tips for employers to create an attractive remote environment that stands out to recent college graduates

Right now, there are more college graduates than ever before searching for a remote work opportunity straight out of college. The COVID-19 pandemic has proved to many that their jobs can and should be done from home, forcing employers to pivot and adjust. With so many companies hiring for remote positions, what can employers do to stand out to college graduate job seekers?

At College Recruiter, we recently asked our Content Expert Board that very question. Here are answers from three of our experts.

Answer One

Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions (Sourcebooks, 2005) and Bad Bosses, Crazy Coworkers & Other Office Idiots (Sourcebooks, 2008) suggests the following three tips for employers who are trying to stand out in this remote world:

1. Zoom training. College does not prepare students adequately for jobs, and employers who recognize that will be one step ahead. Just because work is remote does not mean training has to suffer. Put together hands-on training for all new hires that will teach them the skills (both in-person and remote) they will need to succeed. Build in time for Q and A at the end of each session.
2. Mentors. With work going remote, mentors, always elusive, will be even more important. Pair up each incoming college grad with a veteran staffer–someone who can help them navigate the hierarchy and better understand the relationships with clients and vendors.
3. 6-Month Performance Reviews. Without the informal feedback loop that the in-person office provides, new grads will need more coaching than ever before. Guarantee a six-month performance review so that new grads will become used to receiving feedback in a formal way. The reviews need not be raise-related, although a bonus after six months for great performance will only help in the recruitment drive.

Answer Two

Alexandra Levit, author of They Don’t Teach Corporate in College, says:

1. Ensure you provide a great deal of information and contact in the pre-boarding and onboarding stages. Young remote workers will feel more comfortable with their decision if they feel they have ample opportunities to get to know their new team and job.
2. Provide sophisticated eLearning programs to remote workers so that they are trained as comprehensively as possible and aren’t missing out on the critical skill development that naturally takes place in an office environment.
3. Show your commitment to young workers by investing in the latest and most sophisticated online collaboration software and supportive hardware. This age group is accustomed to having digital tools at its disposal to get the job done quickly and efficiently, and slow, clunky processes and outdated tech will be a turnoff. 

Answer THREE

Phil Gardner, PhD, the Director of the Collegiate Employment Research Institute at Michigan State University says:

Expectations are often unstated on what is expected from new hires during virtual or remote work assignments.  During COVID employers displayed a wide tolerance for professional presence in virtual settings.  As remote work matures employers will expect more professional demeanor from new hires.  But companies vary on their expectations.  Thus, companies need to make explicit what they expect.  A unique way to do this is prepare a welcoming video that clearly illustrates what “digital presence” as a remote employee means in your organization — with reliable advice can present themselves professionally, establish personal relationships and avoid inappropriate behaviors.  Present what your organization expectations through various media outlets (YouTube, TikTok, Snap).

Set clear expectations for new hires working remotely; most new hires believe they can work independently – but find it difficult – so make sure new hires, supervisors, team members have clear expectations – this will go a long way to building trust – one of the most elusive dimensions of remote work.