Infographic: The Great Reneging By The Numbers

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Tips for Recruiting Millennial Workers

by | Oct 16, 2019 | Business, Recruiting


It is important to understand the profile of the candidates considered for a new position. Recruiting for highly technical or other hard-to-fill positions requires a fresh approach and updated strategy. Target young adults early in their careers. Finding connections to interns or recent graduations can be highly effective. Young people hold the key to unlock the future of companies.


Build your reputation as an employer of choice. Companies need to present themselves as the best place to work and showcase what its like to work there, company values and how it gives back to the community. Any candidate wants to know what the employer is going to provide for them. Candidates are more likely to apply when familiar with a company brand.


Young people want meaningful work. Young adults may be undecided as to what they specifically want but they do want a significant experience. To retain interns as employees, place them on real teams and allow them to work on real-life challenges of the business.


Seventy percent of Millennials say that they hear about companies through friends and job boards – include growth opportunities, career growth and company culture highlights.

Students or recent graduates innately possess a strong sense of community and mingle with one another. Students sharing their strong internship experience, with each other are one of the most organic, grass roots ways to attract more talent. A positive internship and/or work experience will build long-term success for a company by word of mouth

About Scholars

Scholars helps companies build engaging candidate experiences at scale. Create personalized journeys for all of your candidates from application through onboarding.

About Scholars

Internships and early-career jobs are unlike any others. They are often accepted months, if not years, in advance of the start date leaving plenty of time for candidates to change their minds and decide to work elsewhere, costing your team time and money.

There are two ways that have been proven to decrease renege rates for any company: keeping candidates engaged by sharing personalized information and helping them make connections with their future teammates. Companies use Scholars to accomplish both of these at scale.