Generation Z has taken the workforce by storm
as well as more traditional efforts on college campuses. But while most organizations recruit according to the academic calendar, focusing the majority of their efforts on career fairs for second-semester seniors, LinkedIn tries to maintain its presence on campuses throughout the course of the year, connecting with students who may be graduating early, not to mention those seeking internships, a significant talent pipeline for the business.
So how exactly does LinkedIn help its entry-level workers do all that? When new hires come on board, the company tries to ease the burden of student loans by offering repayment and refinancing benefits. “Student loans are such a weight for a lot of people starting out in their careers,” Hall says. “We help employees by reimbursing student loan repayments of up to $2,000 a year in the U.S.—that’s incredibly helpful for many new employees.
Hall attributes much of the success that LinkedIn has had in retaining young employees to the fact that the company doesn’t make assumptions about what its workforce wants. Instead, it asks them. Each quarter, Hall and her team survey the entire organization to find out what is and isn’t working, and what people would prefer.
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