Do you know how to help your graduate find their dream role?

1. Support their choices - don’t insist your child pursue a career because you think it will be lucrative or secure - neither of those are as certain today as they once were. Remember that career choice is a personal decision. Do not try to steer your child to a particular career because you think you know best or because it is a job you might like. Too many young people don’t think this through thoroughly - that’s why research conducted in 2016 showed that 68% of graduates admitted joining the wrong employer, and 28% left their first role within 12 months. The notion of choosing a company or job and sticking with them for years and years is outdated. Millennials expect to have several different careers during their working lives. Generation Xs and Generation Ys need more in a job than a certain income. Equally important can be the ability to get noticed and rewarded and to have a more personal connection to the corporate culture. Encourage them to pursue their passions and to select roles that fit with their skills, interests and strengths. These are the roles they are most likely to get offered, and the ones they’re most likely to love once the job is theirs.
2. Initiate conversations at low-stress moments - searching for your first role can be stressful, particularly if you’re trying to do this alongside final year exams. Be gentle with them – they will appreciate you for it.
3. Encourage work experience - employers value work experience immensely – it’s where skills are developed, lessons are learned and without it many interview questions will be almost impossible to answer. And it can take many forms – placements, summer internships, work shadowing, voluntary experience etc. The broader the better. And when it comes to job applications, help them see the benefit of starting in an entry-level role that may not be challenging or an ideal job, but could provide excellent training for that next ‘dream’ role.
4. Advocate participation in non-academic activities - these are valuable in themselves and will help greatly later in giving a good impression to employers – particularly in the demonstration of key competencies such as leadership, teamwork and resilience.
5. Investigate training or qualifications - in the right field these may give your graduate that advantage over other applicants, demonstrate interest in the skills required for the role, and above all evidence self-motivation.
6. Leverage your network and connections - with years of work experience and time spent amassing professional and personal connections, parents can be of real benefit to their children, who may have fewer contacts to leverage when it comes to landing a job. Encourage them to take an interest in the occupations or past careers of grown up family members and other adults who they come into contact with. Look at your own first and second tier connections on places like LinkedIn - who is currently, or has previously, worked in the field or organisation your child is interested in? Maybe a 10-minute conversation with them could be hugely beneficial.
7. Direct them towards expert support - suggest that your child visit their university careers office to investigate options, pursue job and internship opportunities and get career planning assistance. It's the application that will get them an interview so it pays to put some time and effort into their CV, personal statement and cover letter. Here at Beyond Campus we deliver expert career coaching in the following areas:- deciding your career path, how to deliver a stand-out CV and LinkedIn profile and mock interviews with on the spot feedback as to strengths and areas for improvement, plus practical support in how to improve and tailor personal experiences to the expected questions.
8. Don’t babysit them - avoid the urge to phone recruiters during the application process. Employers look for proactive and motivated individuals. If they think Mum or Dad are driving them and can't see motivation from the candidate, they are less likely to employ them. Also, never, ever contact the recruiter if your son or daughter receives a rejection letter to quiz them why. Your child should be motivated enough to probe as to why they’ve not been successful. Your role is in helping them understand that feedback and know how to improve for next time.
9. Encourage their ‘youniqueness’ - you, maybe better than anyone else, sees what makes your child special. Help them recognise this so that they are confident to ‘show up as themselves’. Employers want to work with real people, people that they get along with; so putting on a false act is rarely a good idea.

As someone who started out on a graduate scheme way back when, I know how tough the recruitment process can be when you’ve little experience. And today’s university leavers have it tougher than ever. 70% leave with a 2:1 or a 1st and there are 75 applicants for every graduate role. Competition is fierce.

As an employer who designed and ran assessment centres for large corporate organisations, I have interviewed hundreds of people at all levels over a 20-year career. I know what the strongest applicants have in common and the mistakes everyone makes; how to secure a job offer and what makes someone enjoy the role once it’s theirs.

As a mum of 2 boys, I know how we want to protect our kids. We want the very best for them, but we don’t always know how to help. There’s just so much you don’t really know about work when you’re just getting started.

Beyond Campus exists to help graduates fulfil their dreams - and you can be a part of that. Contact me to see how we can help you and yours - it's what we love to do.

Holly Ashford - Owner and Head Coach at Beyond Campus - expert career coaching