Mindset and match: recruiting millennials is about more than speed

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Speeding up recruitment processes may appease applicants, but it won’t get to the heart of why some employers are failing to attract millennials. Tim Drake looks at assessing the mindset of candidates. It was music to many graduates’ ears when KPMG announced on 1 August that, instead of conducting three separate assessments over several weeks, it will condense its graduate recruitment process into just one day. The news came after a survey of their latest graduate applicants found they were frustrated by their lengthy recruitment processes. It's encouraging to see KPMG tailor its recruitment processes to suit prospective applicants, assuming the business is confident that a one-day interview process is rigorous enough. But while shortening the process is a step in the right direction, KPMG and others should be doing much more to attract millennials. This is hardly a groundbreaking idea – you could ask just about anyone, of any generation, whether they fancy going for three interviews or one, and they will all tell you they want it to be over and done with as soon as possible. So while it’s great that KPMG is responding to the demands of potential talent, it shouldn't stop there – there's plenty more it can do to better recruit and assess the emerging millennial workforce. Hudson's Talent Trends research indicates that employers aren't doing nearly enough to effectively assess or attract young talent.

Embracing digital recruitment

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