At the start of a professional career, there’s only one direction that a person can go: up. Between job training, professional development, networking opportunities and mentorship programs, there are many possibilities for recent graduates to springboard their careers, and the businesses that offer these opportunities are a great place to start.
At the other end of the interview table, businesses have plenty of beneficial reasons to look for and hire recent graduates who are looking for valuable career experiences. For the team at OTR Solutions, helping current employees move upward in the organization means there’s always room for early-career candidates to join and follow in their footsteps.
At Cencora, recent graduates offer new perspectives that help enhance the team’s overall culture and move their mission forward. Invested in building relationships with potential new hires early on, the team at PEAK6 maintains relationships with key student groups and universities to help pave a pathway for talented graduates looking to join the financial sector.
Part of what makes these three companies viable options for recent graduates is a combination of open opportunities, professional development and a welcoming team culture. Additionally, having an environment that offers learning opportunities to young professionals is critical to attracting and retaining early-career employees. According to research compiled by Clear Company, employees between the ages of 18 and 34 rank upward career mobility and learning opportunities as top priorities when considering a new job.
Built In spoke with representatives from Cencora, PEAK6 and OTR Solutions to learn more about their approach to finding early-career hires, what new hires can expect on the job and the advice they have for recent grads gearing up for application season.
Cencora is a pharmaceutical solutions company that helps improve the lives of people and animals around the world, specializing in drug development, specialty logistics and more.
How does Cencora approach recruiting new college grads?
At Cencora, our approach to recruiting new college graduates is centered around fostering an inclusive and innovative environment that empowers young talent to thrive. We recognize that recent graduates bring fresh perspectives and unique skills that can drive our mission forward. As such, we actively seek candidates who have strong educational backgrounds and demonstrate a passion for our industry and a desire to make a positive impact on society.
To support these new grads in their career development, Cencora has implemented a framework that leverages our internal technology. This technology enables every employee to personalize their learning experiences, allowing them to invest in what matters most to them professionally. By providing various resources and training modules as well as direct access to senior leaders in the organization, we ensure that new hires can tailor their development path according to their interests and career aspirations. This approach facilitates a smoother transition into the workforce and fosters a culture of continuous learning and growth.
What supports, structures or benefits does Cencora offer early-career hires?
At Cencora, we provide a robust support system for early-career hires to ensure they feel welcomed, engaged and empowered as they begin their professional journey. One of the key offerings includes multiple networking opportunities facilitated by our employee resource groups, which foster connections and mentorship among employees from diverse backgrounds.
“We provide a robust support system for early career hires to ensure they feel welcomed, engaged and empowered as they begin their professional journey.”
Additionally, we host virtual engagement events that spotlight various cultural celebrations, allowing new hires to immerse themselves in our inclusive company culture. Early-career employees also have access to our beautiful headquarters, where they can take advantage of office supply vending machines, relaxation areas and a free gym. These amenities promote a healthy work-life balance and encourage collaboration and social interaction among team members, enhancing the overall experience for our new hires at Cencora.
What advice do you have for a recent or upcoming grad for the job search and interview process? How can they stand out to hiring managers and persevere through the sometimes challenging or frustrating experience of finding that first post-grad job?
For recent or upcoming graduates embarking on the job search and interview process, it’s vital to approach this journey with a proactive and positive mindset. Begin by customizing your resume to showcase relevant skills and experiences that align with the job description, including extracurricular activities, clubs, study abroad experiences and any languages spoken, as these elements reflect personal development and growth. Furthermore, researching a company’s employee value proposition is crucial before your interview. Understanding what the organization values in its employees will enable you to tailor your responses and questions to resonate with their culture and mission.
PEAK6 is an investment firm with a portfolio of businesses in a variety of industries, including insurance, eSports and education.
How does PEAK6 approach recruiting new college grads?
At PEAK6, we take a strategic and holistic approach to recruiting new college graduates. We believe in identifying and nurturing top talent early, which is why our campus recruiting program is a cornerstone of our talent acquisition strategy. Our approach includes building strong relationships with target universities through targeted student groups, in-office visits and on-campus events, offering internship programs that serve as a pipeline for full-time roles, and conducting thorough and efficient interview processes that assess both technical skills and cultural fit.
“We believe in identifying and nurturing top talent early.”
We hire both full-time and internship talent into the organization each season, and we’re actively accepting applications for summer internships. We’ve taken our passion for the markets and developed a unique trading experience designed to introduce women to the trading industry. Spearheaded by PEAK6 Co-Founder Jenny Just, our “Trading Internship for Women+” will introduce you to the basics of trading, help you see how empowering trading can be and aid in your development of key skills that you’ll leverage in any industry. If this sounds like an opportunity you’d be interested in, apply today!
What supports, structures or benefits does PEAK6 offer early-career hires?
At PEAK6, we’re committed to setting our early-career hires up for success. We offer a comprehensive package of support and benefits designed to help new graduates transition smoothly into their professional lives.
Perks for Early-Career Hires at PEAK6
- Mentorship Program: “Each new hire is paired with a mentor who provides guidance, support and career advice.”
- Robust Training: “PEAK6 offers technical training to ensure early-career hires have a strong foundation in their domain, whether that is trading or technology.”
- Social Integration: “PEAK6 organizes regular social events and team-building activities to help new hires build relationships across the organization. A few favorites are the March Madness tournament, cornhole competition, intramural sports leagues, pottery classes and the annual PEAK6 party – a costume party with a musical artist performance. Kygo, Imagine Dragons and Bruno Mars are a few artists who have performed over the years.”
- Wellness Programs: “PEAK6 offers comprehensive health benefits, including mental health support and wellness initiatives, such as wellness screens, massage days and a premium subscription to the Calm App.”
What advice do you have for a recent or upcoming grad for the job search and interview process? How can they stand out to hiring managers and persevere through the sometimes challenging or frustrating experience of finding that first post-grad job?
Tailor your approach. Customize your resume and cover letter for each application. Show that you’ve done your research on the company and role. Prepare thoroughly for interviews: research the company, practice common interview questions and prepare thoughtful questions to ask your interviewers. Showcase your passion. Hiring managers look for candidates who are genuinely excited about the industry and the role. Let your enthusiasm shine through. Finally, stay resilient. Job-searching can be challenging. Don’t get discouraged by rejections – view them as learning experiences.
OTR Solutions provides a suite of factoring, fuel and business management solutions for the transportation industry.
How does OTR Solutions approach recruiting new college grads?
We leverage a variety of platforms to recruit top talent and target fresh grads for our entry-level positions. We utilize LinkedIn, Indeed, referral programs, career fairs and other forms of on-campus recruiting, including classroom presentations or informal training opportunities to connect with students.
The most common departments that we regularly hire for include sales and operations and our other key functional departments. These positions contribute heavily to OTR’s growth and create a domino effect in the department. We primarily promote from within, so once someone moves into a higher-level role, we then continue to hire to sustain the business. We train all our employees from the ground up with a hands-on approach, which allows us to hire from different backgrounds. For new grads, we offer opportunities including “shadow for a day” to showcase what a day in the office looks like and expose them to our processes and how the departments flow within the company.
What supports, structures or benefits does OTR Solutions offer early-career hires?
We offer continued corporate training for early-career hires to fuel productivity and knowledge throughout the organization. For employees new to the workplace, we have a mentorship program to provide support and guidance from experienced leaders at the company. We conduct annual benefits surveys and ensure we keep a pulse on what’s important — and inclusive — to our people. We have a wide range of offerings, including standard health benefits like medical, dental, vision, short-term disability and life insurance. On top of those benefits, we have a generous 401(k) program, paid maternity and parental leave, paid volunteer days, pet insurance, an employee assistance program, free gym memberships, catered lunches and travel bonuses based on tenure.
“We offer continued corporate training for early-career hires to fuel productivity and knowledge throughout the organization.”
What advice do you have for a recent or upcoming grad for the job search and interview process? How can they stand out to hiring managers and persevere through the sometimes challenging or frustrating experience of finding that first post-grad job?
For new grads, especially in this market, I think it’s very important that they do their due diligence and have a pulse on what they want to do or what they want out of a company, whether that is short-term or long-term. Doing their own research and ensuring they have an idea of what they want to be doing on a day-to-day basis in their next role is important when recruiting.
When interviewing and hiring candidates, you want it to be a mutual decision and a win on both sides. Being confident in what you want is a valuable tool that will benefit not only hiring managers and recruiters when interviewing but the interviewee as well, as it reassures them that they are moving in the right direction for their career.
