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How to accelerate your first year in graduate recruitment
15 August 2019
Graduate recruitment is a busy, complex and highly visible function in most organisations.
1. Talk to your university partners
Many employer engagement, careers and employability staff within universities have insights about what students are thinking, what your competitors are up to on campus, what works and what doesn’t for their students/campuses. Every university is different in terms of student numbers, subject mix, campus locations, careers team size and the services they offer to employers. Chat to them, they are experts in their own institution, and you’ll be amazed at what you can learn.
2. More applications is NOT a good thing
Attracting more applications simply means disappointing more people, potentially tainting your consumer brand with more people (I know some people who still won’t bank with certain brands due to graduate recruitment experiences from 20+ years ago!) and spending more of your organisations time and more money on screening. The ideal position is to attract fewer, better quality, applicants each year. Doing this also allows you to focus on giving those applicants a really amazing, personalised candidate experience. It’s all about quality and conversion – not quantity.
3. Tech helps, but it is not the answer
The market is awash with technology platforms that claim to have ‘solved’ recruitment. But the most important part of the recruitment process for any candidate is the people. So, whilst tech helps drive efficiencies, reporting and engagement, it is really important to meet people and make genuine connections with candidates as soon as you can. Where you do use tech to complement or deliver elements of your process be sure to use your ISE employer network to source recommendations and referrals.
4. Ensure your recruitment and attraction is authentic
Just getting ‘hires’ into the organisation is only one small part of the early careers equation. The key is finding the right hires who will enjoy the work, culture and environment. So, work closely with your current grads and L&D team to understand the reality of your grad programme – what are the best AND worst bits? Then think about how you can curate an attraction campaign and recruitment experience that is authentic, valid and delivers on expectations. There is no point using VR in a gorgeous glass/modern business suite for your assessment, if in reality they will be working in a 1970s trading estate using a 2016 version of Excel. I’d encourage you to be ‘radically honest’ in your approach, helping more of the wrong candidates opt-out and the right candidates opt-in.
5. Access the ISE
Attend conference, read the surveys and go to your sector focus groups. They are invaluable to find out what is going on in the market and will arm you with much of the market data and intelligence you need to have discussions internally.
Book your place on the next ‘Accelerate your first year in graduate recruitment’ course, taking place on 12 September.
The course is generally aimed at junior and intermediate levels. Senior levels, especially those that are double hatting as a talent manager/HRBP in a small to medium size firm, may also get value out of this course.
Here’s what some previous course participants had to say…
''Very useful course, jam-packed with lots of useful tools and knowledge sharing across different industries - useful for those starting out or who run their recruitment & development programmes'' Kathryn Stevens, John Sisk & Son LTD