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What is this blog about?
In this week's blog, we feature the advice of The Land Collective about how to build a diverse graduate talent pool. Thank you to Sarah Hayford for letting us share this article.
You can read the original article on The Land Collective's website, as well as finding out more about what they do.
This article will be interesting reading if you are a graduate looking to enter the industry, or an employer considering how to diverse a graduate talent pool to your team or organisation. It will also be relevant to the RICS SPA competency, Managing People.
Who are The Land Collective?
In their own words...
'Founded in 2017 as a student-led blog, The Land Collective began as a platform where students could explore, learn, and share insights about the built environment. What started as a space for curiosity and conversation has since evolved into an award-winning social mobility organisation.
Today, we are dedicated to creating equitable opportunities in real estate for young people from under-represented backgrounds. Our mission is to break down barriers, open doors, and reshape the industry to reflect the diversity of the communities it serves.
At The Land Collective, we provide access to the skills, networks, and career opportunities that empower young people to thrive. Through targeted programmes, long-term engagement, and partnerships with leading industry firms, we address the root causes of exclusion in the built environment sector.
We are not just placing young people into jobs. We are transforming the sector from within, ensuring it becomes a space where everyone has the chance to succeed'.
So, how can the real estate sector build a more diverse graduate talent pool?
The real estate sector faces a critical challenge: attracting and retaining a diverse pool of talent. While embracing change can be uncomfortable, it’s vital for growth. Let’s explore ways to bridge the gap and build a more inclusive industry.
While we may appreciate the concept of change, it often disrupts our routines. However, embracing the “right kind” of friction can be a catalyst for introspection. By analysing our current practices, we can refine talent attraction strategies and make more thoughtful decisions.
Many early-career leaders highlight the challenges faced by diverse students in securing opportunities. While universities share responsibility, employers can do more to close this gap.
So what can we do to tackle this?
Expand University Reach
It’s common for real estate consultancies to attend the same universities year after year, often targeting cognate degree programmes. However, with the industry moving away from specific degree requirements for graduate schemes, employers can benefit from broadening their recruitment efforts.
A 2019 survey by Milkround revealed that 83% of graduates believe recruiters favour applications from Russell Group alumni. Attending a wider range of universities will not only expose employers to different demographics but also demonstrate a commitment to inclusivity and opportunity for all.
Consider attending universities lower in league tables or partnering with less-connected educational providers to increase your talent pool’s diversity.
Think Local
To reach untapped talent beyond traditional university recruitment channels, consider going straight to the source: local communities. Many students may miss out on careers fairs due to work commitments or have limited interaction with careers services.
To engage these individuals, think creatively:
Host events in partnership with local churches or religious institutions with strong student connections.
Set up stalls in local shopping centers to showcase opportunities and facilitate face-to-face interactions.
Collaborate with schools or community centers to connect with students directly.
This approach also addresses digital exclusion, as contrary to popular belief not all Gen Z and Gen Alpha students are “chronically online.” Meeting potential candidates where they are can break down barriers and expose more people to your company and opportunities.
Diversity Attracts Diversity
Perception plays a crucial role in attracting a diverse graduate talent pool. Candidates from diverse backgrounds often seek employers who prioritise inclusion and showcase genuine commitment to creating an equitable workplace.
To demonstrate your dedication to diversity:
Share stories of employee experiences, highlighting how your company fosters an inclusive environment.
Provide concrete examples of initiatives and programmes that promote diversity and inclusion.
Offer transparency in your efforts and progress, acknowledging areas for growth while celebrating successes.
When you authentically champion diversity and inclusion, you’ll not only appeal to a broader range of candidates but also foster a culture that values and supports employees from all backgrounds.
Invest in Content Creation
Social media platforms like TikTok have become indispensable tools for reaching young talent. Candidates increasingly rely on these channels for career advice and insights into potential employers.
To engage this audience, take content creation seriously and showcase your company’s culture, values, and opportunities in a relatable way:
Leverage platforms like TikTok to highlight employees’ experiences, day-to-day work, and achievements, providing an authentic glimpse into your organisation.
Use relevant hashtags (e.g., #CareerTok) to expand your reach and connect with job seekers actively seeking career guidance.
Emphasise the long-term benefits of creating engaging content; even older posts can continue generating engagement and reaching new audiences.
Keep in mind that social media isn’t just for young people, and it’s essential to go beyond superficial trends. As platforms like TikTok increasingly serve as search engines for life advice, ensure your content offers genuine value and addresses topics like career growth, salary negotiation, and industry-specific guidance.
To further emphasise the potential of TikTok as a platform for engaging diverse graduate talent, consider incorporating examples of successful content created by us!
Our TikTok discussing the significance of cover letters amassed over 25,000 views, demonstrating the platform’s lasting impact and the value of sharing practical advice.
Another post highlighting careers in facilities management garnered over 19,000 views, emphasising the importance of industry-specific content and showcasing various career paths within the sector.
Remember that successful content creation requires time, consistency, and ongoing learning. While it may be tempting to delegate this task to an intern, investing in a dedicated resource or team can yield significant returns in attracting diverse graduate talent.
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Stay tuned for our next blog post to help build a better you.
N.b. Nothing in this article constitutes legal, professional or financial advice.