[Excerpt] With a goal of recent grads accounting for 25% of the organization’s external hires, a CAHRS partner is seeking to engage job candidates ranging from academic program direct hires to those who are three years removed from their graduation. Historically, this company’s early-career recruiting strategy has focused on the direct-hire side of this spectrum. However, with an aggressive hiring goal, they are now looking to expand their focus to those passive, recent college graduate candidates who have been in the workforce for a few years (up to three). To attract these candidates and inject their organization with new thinking and digitally native employees, companies will need to focus on how employees evaluate potential satisfaction working in an organization, how they should be approached during the recruitment process, the role that EVP and employer branding have to play, and how this all applies to the context at the company.