Don't have your foundations built on sand- Hiring Graduates and Entry-level team members and what needs to be considered.

In today's dynamic business landscape, harnessing recent graduates' fresh perspectives and energy can be a game-changer for companies seeking innovation and adaptability. Hiring graduates requires a strategic approach that goes beyond traditional recruitment methods. This comprehensive guide explores critical steps and best practices for effectively hiring graduates who will contribute to the success and growth of your governance function.

1. Understand Your Organisation's Needs:

Before diving into the recruitment process, it's crucial to clearly understand your organisation's needs and the specific skills and attributes required for success. This goes for recruitment at any level, but providing the candidates with a clear and defined role profile that can be discussed during the interview process will enable the candidates to get a proper understanding of what they'll be doing day to day and what the role could lead onto.

2. Craft a Compelling Campaign:

Share stories of success, and use prior hires and other team members as a way to showcase your team's culture. Development, Growth and future prospects are what candidates want to hear, and if you have a strong track record of supporting junior team members through development, then lean into it! It's exactly what candidates are wanting to hear when approaching their search for a role.

3. Establish a Structured Recruitment Process:

Develop a well-defined and streamlined recruitment process to ensure a positive experience for both candidates and your hiring team. Clearly outline the steps from application to onboarding, providing transparency about the stages involved and the expected timeline. Again, this goes with any recruitment campaign. Before the process has started, clearly identify all key stakeholders that will be required to meet with this individual before they meet; if you are planning on including a competency-based stage, let candidates know from the outset. Candidate experience is a massive thing in today's recruitment market.

4. Assess Soft Skills:

While technical skills are essential, don't overlook the importance of soft skills such as communication, adaptability, and teamwork. Graduates with strong soft skills are often better equipped to navigate the complexities of the modern workplace. Test for attitude not aptitude. Look to understand less about someone's prior practical experience, as most candidates will not have this. Candidates who have taken the time to research the business and showcase this by asking engaging questions during the process are looking to show their inquisitive nature thus demonstrating they have a real passion to grow and develop within your team.

Conclusion:

Hiring graduates is an investment in your organisation's future and the wider governance profession. By adopting a strategic and inclusive approach, you can attract, retain, and develop a talented pool of entry-level professionals who will contribute to the success and innovation of your governance team.