There are many benefits for a company to add a recent graduate to your team. Graduates come with a range of positive attributes- they generally have energy, enthusiasm, new ideas, a recent history of learning, and a level of comfort with technology.
Your newest graduates can be your next senior managers, and by acquiring that potential talent early you can create long-term employee assets. Once the hiring part is done, the next challenge is getting the most out of a graduate. Both of these processes need to be done well from the beginning. There are a few ways to hire the right graduate for your company and keep them engaged.
Make Your Opportunity Stand Out
This should be standard in any recruitment process, but is just as important for graduates looking for their first job. Many of the standout graduates have done their research well in advance and usually have a range of options available to them. It is up to you to let them know what your organisation offers to assist them in hitting their long term career goals. Remember to sell the softer aspects of the company, why your company is a great one to work for, benefits, perks, culture and anything else that will help convince prospective employees your company can provide more than a just a job.
Examples of Career progression
If you have an internal promotions policy make the most of it. A motivated graduate will be looking out for career progression and if you can demonstrate opportunities to advance in your organisation it will be that much more attractive. Mentoring programs and advancement opportunities are important to highlight early in the process, as gaining valuable job experience is a priority for these new members of the workforce.
Career development within the organisation is a powerful. When you demonstrate an investment in their professional development, they feel valued at the company. Give examples of long term employees that started with the company and the timeline of their career path. If you are hiring several graduates at one time and holding group assessments, why not ask one of these employees to speak of their experiences of progression offered within your business, or have an employee that just finished their first year discuss how the company has met their expectations and why they chose your company over others.
Use an internship program
Internships are often under utilised and under appreciated. They are more than getting someone in the door to fill a support role, but also an effective way to scout for new employees, test fit in an organisation and access top talent early. If there’s a mutual fit with your organisation, it’s an easy transition to a permanent hire.
What to look for outside of work experience on a graduate resume
Many graduates enter the workforce with very little work experience, making it hard to ascertain how they will transition into the workplace. Instead, look for examples of achievements when have they gone above and beyond. How did they stand out from the group and push themselves? How have they shown their level of commitment, passion, potential, knowledge of the industry and motivation? The majority of the time these questions will give you a good insight to what an individual will be like as an employee.
Engage them from day one
First impressions continue into the first few weeks for an employee, particularly for members of the younger generation who make a decision about whether or not to stay with a company long-term during their first days on the job.
Reinforce that they made the right decision to work for you by getting them contributing in a meaningful way. Every position has its share of mundane tasks, especially at entry level, but think of an important project that they could be involved in even in a small way, and point out the importance of their part of it. It will make them feel valued and part of the bigger picture, while inspiring productivity and loyalty towards your company.
