Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
The need for top talent is a critical factor towards the current and future success of organizations. Each year 1.5 million college students graduate and enter the largest generation of the workforce, Millennials. Therefore, it is imperative for companies to understand how to effectively attract the Millennial talent pool. A trend within organizational recruiting is for companies to provide more initiatives for organization's stakeholders than just the triple bottom line. One type of initiative that is shown to be effective in recruiting from the general talent pool is Corporate Social Responsibility (CSR), which is an organization's efforts towards obligations at different levels - economic, legal, environmental, and philanthropic - that affect their stakeholders. Evidence shows that CSR is most effective when job choice is high. However, research indicates that recent college graduates may have a lower level of job choice compared to more experienced applicants. This indicates Millennials may hold different values towards CSR recruitment messaging when compared to the general talent pool. Millennials seem to be attracted towards organizations that provide opportunities for quick career progression and competitive benefits and are willing to compromise their need to affect society to keep these opportunities. This suggests that Millennials, especially college students, ought to favor an employment situation which offers better economic CSR benefits. The proposed study aims to see if college students place more value on one CSR type, and if an organization will be viewed as a more attractive place to work when economic CSR is displayed on a corporate website as opposed to the other types of CSR when considering a job right out of college. The results of this study will allow organizations to understand how to effectively recruit and retain recently graduated college students in the Millennial talent pool.
Date
October 2017
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc-nd/3.0/
Included in
Business and Corporate Communications Commons, Industrial and Organizational Psychology Commons
The fantasy of wealth: Attracting college graduates into the workforce
The need for top talent is a critical factor towards the current and future success of organizations. Each year 1.5 million college students graduate and enter the largest generation of the workforce, Millennials. Therefore, it is imperative for companies to understand how to effectively attract the Millennial talent pool. A trend within organizational recruiting is for companies to provide more initiatives for organization's stakeholders than just the triple bottom line. One type of initiative that is shown to be effective in recruiting from the general talent pool is Corporate Social Responsibility (CSR), which is an organization's efforts towards obligations at different levels - economic, legal, environmental, and philanthropic - that affect their stakeholders. Evidence shows that CSR is most effective when job choice is high. However, research indicates that recent college graduates may have a lower level of job choice compared to more experienced applicants. This indicates Millennials may hold different values towards CSR recruitment messaging when compared to the general talent pool. Millennials seem to be attracted towards organizations that provide opportunities for quick career progression and competitive benefits and are willing to compromise their need to affect society to keep these opportunities. This suggests that Millennials, especially college students, ought to favor an employment situation which offers better economic CSR benefits. The proposed study aims to see if college students place more value on one CSR type, and if an organization will be viewed as a more attractive place to work when economic CSR is displayed on a corporate website as opposed to the other types of CSR when considering a job right out of college. The results of this study will allow organizations to understand how to effectively recruit and retain recently graduated college students in the Millennial talent pool.
Department
University of Tennessee at Chattanooga. Dept. of Psychology