What’s the role? It sounds like a simple starting point, but one which is so frequently overlooked. It is really important that you outline the role(s) clearly, visualising what the graduate will be doing on a day-to-day basis. What will they be accountable for? What are their KPI’s? What initial training will be needed? What sort of person do you see doing this role? Asking these questions will clarify exactly what the role entails and provide an indication of the types of behaviours you are looking for in the individuals. Identifying what ‘good’ looks like for your organisation is key to attracting graduates who are the right cultural fit for you.
Pathways to progress – The driven, ambitious graduates of today are likely to want to be able to visualise the steps they could take within your organisation in order to reach the top. It is fantastic for them to have a long term goal to aspire to and you need to ensure that you can show them the path to achieving it. Explain how you will support them and lead them along the path, pushing when they need pushing and advising when they meet challenges. If you can show them you are enthusiastic about doing this, they will certainly hold you high in their considerations.
Promote benefits – Let’s remember that there is more to life than work! Fresh from the vibrant social scene that comes with being a student, job-hunting graduates are interested in not just what you can offer them professionally, but also how they can get involved in the local community. CSR projects are a great way for new employees to form connections and build relationships. Does your organisation engage in charity events or social evenings out? Are there any professional networking communities in your local area? These may be things that you take for granted, but they are very important for newcomers to the professional world and for those who are relocating to the area.
Development – Recent studies have shown us that graduate development is now more important than ever, as it is a key requirement for job-hunting graduates. This is a great opportunity for your business to grow its future managers, so seize it and start looking at how you can integrate a good development programme into your business or improve your existing one. If you’re looking for a complete solution to graduate development, find out more about the OPEN Programme here.
Salary – This must be mentioned, although surveys have shown that salary is a much lower priority for graduates than the points explained above. As long as the salary you are offering is appropriate to the role, the other benefits that you offer are what will really make your offering attractive. We work with clients who typically offer salaries between £20K and £27K and we are sure to promote everything they have to offer. From staff benefits to the working environment, even the little things which you may deem as ‘standard’ for your organisation: perhaps you offer discounted travel, have a staff canteen, provide free fruit, organise regular social events. All this, along with an appropriate salary and details of development opportunities will help you attract the kind of talent you are striving for.
