With graduates in every department of the company, it allows them to provide feedback and suggestions on which processes are working, what may need changing and how skills can transfer across departments to benefit the wider company. Graduates provide raw talent who can be moulded into targeted and focused employees who can make a long term contribution to the development of the company. What can graduates offer a tech organisation? Graduates passionate about a career in technology are firmly focused on the right companies.
With visions of office slides, free meals and exceptional benefits, inspired by companies like Google and Facebook, competition for roles at more recognisable brands getting fiercer by the year.
Graduates are looking at a move to technology as an exciting alternative to the traditional rat race. Graduates that want to work in technology are prepared to work in an agile, start-up environment where there is less time to manage new arrivals and more focus on results.
Red tape and office bureaucracy can be kept to a minimum, so strong performance from graduates is likely to result in immediate increased responsibility, allowing employees to advance at their own rate. There is a culture of being part of something big often with exposure to founders in smaller start-ups so Graduates are inclined to seize golden opportunities offering a dynamic, energetic and innovative approach.
Why employer and university partnerships attract the best Graduates. Recruiting the best graduate talent is crucial for companies and as graduate expectations of the workplace shift to focus on well being and finding a cultural match, brands cannot rely on advertising alone to attract top graduates.
University marketing departments are focused on strategies that build strong employer branding partnerships which sees brands working with universities on targeted projects to attract fresh talent in areas where the business might have a skills shortage. Opting for partnerships helps universities create richer experiences for students and allows potential employers to tell brand stories could also help them find their next CEO from the graduates starting their career journey.
These graduate programmes, which usually last between one and two years although they can be longer , are often available in a number of specialisms - or streams as they're also known - ranging from finance, retail, HR and marketing, to management and law.
As a graduate trainee, you'll benefit from being handed responsibility from the outset, an opportunity to gain hands-on experience and develop a broad understanding of your chosen profession, as well as receiving support in building key skills. High Fliers' The Graduate Market in report revealed that the most generous payers from The Times Top Graduate Employers are investment banks, law firms, consulting firms, oil and energy companies, and retail businesses.
In return for the financial rewards, graduates are expected to adhere to the business needs of the employer. The scheme may be focused on a job role or split into time-specific placements, and this could involve working across various business functions, teams and possibly locations. This means that a large degree of flexibility is required. Schemes are generally oversubscribed each year, with places limited - especially those offered by high profile companies in major industries.
You'll therefore have to ensure your application stands out from those submitted by other candidates - see applying for jobs. With graduate schemes offered across numerous careers and industries, you have plenty of options when it comes to choosing an employer:.
If you've an interest in working for a specific company, in addition to visiting its website you can also follow it on social media. By engaging with the recruiter through popular channels such as Twitter, LinkedIn, Facebook and Instagram, you can get a good idea of its culture and values. In most cases, you'll be able to apply from the end of your second year June-onwards , with graduate scheme deadlines usually set for the November or December of that year.
However, it's advisable to apply as early as possible, as some organisations fill places on an ongoing basis and close as soon as they're full. The first stage normally involves an online job application , but guidance relating to CVs and cover letters may still come in handy.
After this, it's worth delving into interview questions , assessment centres and psychometric tests. Many employers also now use social media to share helpful and informal advice with candidates about all stages of the selection process.
For example, at the NHS, this ranges from current trainees giving tips on how they prepared for their assessment centre, to alumni sharing general advice on interviews and the graduate team offering pointers on passing online tests. For information on setting up relevant accounts and how to go about networking with current graduates, see social media and job hunting.
While graduate programmes generally expect applicants to have a or higher, some employers may be more flexible - for example, the NHS Graduate Management Training Scheme and all of MBDA's graduate programmes ask for a If you get invited to interview , be prepared to discuss your grade with recruiters. You can be positive by highlighting your strength in other areas, and by emphasising work experience or extra-curricular activities that demonstrate you've got the skills employers are looking for.
To prepare, you can also run through example questions and answers. Start dates for these programmes are usually set for the August or September following graduation, but this does vary as some employers take on new recruits as soon as a vacancy is available.
There is also a high regard given to benefits such as health insurance, flexible working or holiday allowances and you can use these as sweeteners to make your offer stand out from the competition. The key is to offer something that you can realistically provide that will allow graduates to put their newly acquired qualifications into practice.
Graduate recruitment strategies There are four main methods of developing your graduate recruitment plan. These general strategies can be adapted and combined so you create a process that works effectively for your business:. Regular and detailed evaluation is vital whichever scheme you decide to use.
Graduates can be employed on permanent contracts, although many businesses opt to put them on a fixed length contract so they can evaluate against set milestones and end the relationship if things aren't going as planned. Have courage in your convictions — if someone isn't good enough, they're not good enough. Having underperforming graduates could upset the balance of those already working at your company as more of their could be time is spent answering questions or rectifying the mistakesof their underperforming team member.
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