Many recent graduates might already have had their graduation ceremonies, but it’s not too late to start reaching out to them. Plus, there’s always next year. Graduates can bring new skills and knowledge to your company, and they tend to be eager to learn and get their career started. They’re looking for real opportunities that will help them make use of their degree and allow them to get a solid start in the professional world.
If you have great opportunities to offer them, putting together a graduate recruitment programme is a fantastic way to start hiring. Take a look at our tips for getting your recruitment programme off the ground.
Know How to Reach Out to Graduates
As the process of looking for a job changes, the things that work to draw in candidates change too. Almost all recruitment is now online, which means there can be a lot of noise to compete with. Understanding how to reach out to graduates is an important part of developing a solid recruitment programme.
Some traditional methods of reaching out, such as graduate career fairs, can still be useful. However, in today’s environment, you need to master finding the right candidates through online job boards and social media too. 87% of students and recent graduates are registered with a professional social network, such as LinkedIn, so it’s essential not to ignore social networking.
Graduates look at job postings differently too, now that they can easily research any company before applying. 80% of young people research a company’s culture before applying for a job, and 78% say it affects their application.
Consider Different Programme Structures
You should begin by considering what form your recruitment programme is going to take. There are a few ways you can plan your strategy and decide what sort of graduates you want to target. Some firms decide to focus on high-performing graduates looking for a fast-track career path. Of course, these graduates will be in demand, so you need to be able to appeal to them. You might also think about recruiting graduates at a lower level, particularly where you might have a high turnover. This can help you identify the employees willing to stick around and grow.
You might have specific graduate roles in mind, but you could also be considering a general recruitment drive. If you’re just looking for graduates with the right skills and mindset, and you’re planning on slotting them into the right roles later, you’ll need to take a different approach. When you have specific roles available, you will be looking for a more defined set of skills and knowledge.