{"id":43551,"date":"2018-03-08T09:16:07","date_gmt":"2018-03-08T09:16:07","guid":{"rendered":"https:\/\/cezannehr.com\/hr-blog\/2018\/03\/punch-weight-win-war-graduate-talent\/"},"modified":"2020-06-12T15:22:18","modified_gmt":"2020-06-12T15:22:18","slug":"punch-weight-win-war-graduate-talent","status":"publish","type":"post","link":"https:\/\/cezannehr.com\/pt\/hr-blog\/2018\/03\/punch-weight-win-war-graduate-talent\/","title":{"rendered":"How to punch above your weight, and win the war for graduate talent"},"content":{"rendered":"

In the past, the best graduates almost always set their sights on bigger companies (see the Times Top 100 graduate schemes<\/a>). After all, these businesses had the money to spend on university campus recruitment schemes (so could grab them early) and could afford to offer generous annual salaries and long-term career opportunities \u2013 for the right people.<\/p>\n

\"Illustration<\/p>\n

However, graduates\u2019 career preferences have changed over the past decade. In a survey conducted by smallbusiness.co.uk<\/a> in May 2017, more than 9000 students and graduates were asked about their work intentions over the following 12 months. Of the 63% who were looking to start a new job, 37% of those wanted to work for an SME employer, compared to the 29% who were considering a big company.<\/p>\n

It seems that graduates are fast recognising that big companies don\u2019t always offer the best career opportunities. Recent research by Hot Spots Movement<\/a> for PwC, discovered higher than looked for graduate turnover was closely linked to a lack of global career opportunities and insufficient time for regenerative activities.<\/p>\n

That means that there is a pool of talented graduates out there, looking to join a business just like yours. Here are five ways in which you can help attract them to your company \u2013 and ensure they stay.<\/p>\n

Offer responsibility<\/h3>\n

One reason why graduates are drawn to smaller companies is because they\u2019re given more opportunities. Flatter hierarchies and more agile organisations often mean they\u2019re able to take on greater responsibilities from day one, and more likely to find themselves in a position where they can mentor other employees, or make a real difference to the organisation relatively quickly. As an SME, you can use this to your advantage by emphasising that you offer this kind of opportunity and that the successful candidate will have more one-on-one contact with senior employees, and therefore in a better position to learn and develop. It\u2019s common to have little to no contact with senior staff at bigger companies (unless you\u2019re fetching them a latte), so this is a big draw for graduates.<\/p>\n

Think carefully about your job advertisement<\/h3>\n

Set the bar at the right level:<\/strong> It seems obvious, but it\u2019s essential that recruiting managers target the right level of graduate. For instance, if you\u2019re looking for first-class graduates to work with new cutting-edge technology, there\u2019s no point asking for candidates with a 2:2 or above. You may get more applications, but the first-class candidates you\u2019re really after will think that the job is beneath them. Conversely, if the job doesn\u2019t require a top degree, you don\u2019t want to attract someone who will quickly discover the job isn\u2019t stretching or exciting enough for them, realise they are better off elsewhere, and leave.<\/p>\n

Focus on successes over experience<\/strong>: when recruiting graduates, attitude and approach matter much more than experience, so stress that in your job description. They\u2019re likely to be fresh out of university, so they probably haven\u2019t had lots of relevant experience under their belt anyway. Even if they have worked in a similar business, it could be they spent their time filing documents and setting up meeting rooms, so they\u2019re not necessarily the better candidate. However, by pinpointing the graduates\u2019 successes, whether that\u2019s something they\u2019ve achieved during their degree, in a previous job or as part of a university society or sports team for instance, you will gain a clearer idea of whether they are the right candidate for the role.<\/p>\n

Make the job spec graduate friendly<\/strong>: Using business jargon may be all well and good in the office, but recent graduates may not be so clued up with your terminology, so don\u2019t clutter your job description with it. It\u2019s likely to make them feel under-qualified, or stop them from understanding the role properly. It\u2019s good practice to let one of the younger members of your company check the job spec before it\u2019s posted.<\/p>\n

Advertise in the right places<\/strong>: You\u2019re dealing with digital natives, so it makes sense to harness the power of the internet and social media to attract the best talent. This doesn\u2019t need to be labour intensive or prohibitively expensive. Modern, cost-effective HR systems, like Cezanne HR<\/a>, have recruitment software that can automatically post your vacancies to free job boards and lets you share vacancies through your personal LinkedIn page, company twitter feed or via email.<\/p>\n

Pitch the right rewards<\/h3>\n

Graduates who have just left university will no doubt have student debt on their minds. However, while you may not be able to compete with the big boys on salary, there are other things that you can offer that make you attractive. Millennials and Generation Z place a lot of value on company culture, work flexibility and office perks, and they\u2019re often willing to sacrifice a higher wage for these things \u2013 along with the chance to contribute to the business in other ways. Whether it\u2019s a ping pong table in the rec room, frequent work socials, or a health insurance programme, rethinking your company culture to attract the next generation of your workforce could be something to consider.<\/p>\n

Invest in training<\/h3>\n

The prospect of training will attract the best graduates. They wouldn\u2019t be where they are if they didn\u2019t want to develop, so teaching them a new skill and allowing them to use it in practice will make your junior employees want to stay. Because it\u2019s often considered to be too expensive, SMEs regularly dismiss training. However, encouraging graduates to attend conferences, setting up mentoring schemes, or putting on one day of training a month with a senior member of staff is an affordable way to keep your graduate employees engaged, and they\u2019ll feel like they\u2019re progressing at your company, and in their career.<\/p>\n

Deliver on your promises<\/h3>\n

Last, but not least, don\u2019t make promises you know you can\u2019t meet. Digital natives are not slow to share broken promises and bad experiences online, and employer review sites like Glassdoor, are often the first point of call of your digitally-savvy graduate. Graduates value honesty, and it\u2019s much better to tell it as it is, than pretend to be something you are not. The last thing you need is a spate of negative \u2013 and anonymous \u2013 online reviews from current or former employees.<\/p>\n","protected":false},"excerpt":{"rendered":"

In the past, the best graduates almost always set their sights on bigger companies (see the Times Top 100 graduate schemes). After all, these businesses had the money to spend on university campus recruitment schemes (so could grab them early) […]<\/p>\n","protected":false},"author":68,"featured_media":49036,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1602],"tags":[],"class_list":{"0":"post-43551","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-general-hr-pt","8":"cz_entry"},"acf":[],"yoast_head":"\nHow to punch above your weight, and win the war for graduate talent - Cezanne HR<\/title>\n<meta name=\"description\" content=\"In the past, the best graduates almost always set their sights on bigger companies. 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