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Recruitment
Issues and pitfalls
The internal recruitment process used
at your company will be the same for
circle4 Be realistic about what you can offer. have invested the effort and cost of attracting graduates as it is for other employees,
Create a package that is an all-rounder - for and recruiting a graduate, you ensure they stay. however there can be some specific
most applicants it’s not just about the money. circle4 Buddy up! Assign your new graduate with an issues related to the graduate field.
Think about benefits that might not be too experienced member of staff who is responsi- circle4 Timing. In reality, as a small business
expensive for you that may be highly valued by ble for guiding the graduate and can assist with there is no slow time during the calen-
the graduate - gym membership for example. training and introductions. Graduates have dar year to recruit graduates. Gradu-
been in education for the last 20 years - they ates are constantly looking for the right
Do not underestimate the value to your appli- have to adapt to a whole new way of life. vacancy. Availability, however, may be
cants of working for an SME. The emphasis circle4 Increase the graduate's salary after the ini- an issue, as a graduate’s final year will
should be on: tial probation period, subject to achieving end in May/June and they may only
circle4 Being able to have a direct influence on the agreed targets. become available for work in the fol-
business’s success. circle4 Suggest your new graduate creates new lowing September.
circle4 The possibility of gaining real responsibility projects, ensure their progress is monitored. circle4 You can do everything to keep your
early on and the chance to experience how the Despite their confidence they will need contin- graduate, but for whatever reason they
different aspects of a business environment. ual monitoring and support. may simply leave after initial training.
circle4 Working directly with the directors is also a circle4 Give feedback - give regular performance circle4 Sometimes, owing to the competi-
potentially exciting prospect. appraisals, and pile on the praise whenever tive nature of the market, you may
circle4 A better and more dynamic working envi- they produce good work. interview candidates who take jobs
ronment. circle4 Give responsibility as early as possible. elsewhere.
circle4 There is more chance to get involved in Make sure this responsibility is earned on merit circle4 You may receive many applications
exciting new projects. rather than simply provided. from both appropriate and inappropri-
Make sure they stay!
circle4 Finally, and importantly, don't forget your ate graduates for your role.
other employees. It’s easy to create resentment circle4 There are hundreds of universities
Persistence and planning pays off. It’s im- in the workplace, so make sure they under- throughout the UK. Expect to receive
possible to predict what will happen, but you stand the graduate’s role and remit. Avoid pref- applications from a broad spectrum of
can improve your chances of success by hav- erential treatment in favour of your graduate. these institutions.
ing a plan that is well thought out and giving circle4 A filtering process can be imple-
graduates a role that is both interesting and Finally, in order to maintain trust, keep all the mented to make sure the amount of ap-
presented correctly. promises you make to your graduate. plication administration is minimised.
It’s important to make sure that once you
Business Matters issue 164 • 17
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