Hire Graduates for Tomorrow, Today!
To be able to grow your own talent, you need to start with a more rounded view of #EarlyCareers applicants – their fit within the organization, their readiness for the role, and their potential for the longer term.
Hiring Graduates is an Investment
Get the data to back your hiring decisions with SHL. Identify graduates who will thrive today and have the potential to flourish tomorrow.
6 Considerations for Graduate Recruitment in 2023 and Beyond
1. Balance role readiness and future potential
Consider whether it is more important for candidates – to be ready to perform the job they were hired for, or for them to have the potential to be successful in other roles down the line.?
Striking the right balance ?of readiness and potential is critical to your evaluation process.
2. Pay attention to foundational skills
Required skills may differ from organization to organization, but fundamentally there are underlying traits of behavior that are transferable across many roles, such as critical thinking, communication, and problem-solving.
Ensuring your candidates have specific foundational skills means that they can adapt as the requirements of their roles change.
3. Keep an eye on work-life balance
While work-life balance is important for any role, it is particularly valued by early career talent. Clearly communicate policies such as remote working or flexible schedules during the recruitment process to showcase company culture, and attract and retain candidates.
4. Champion diversity, equity, and inclusion
Early career talent is acutely aware of societal issues surrounding diversity, equity, and inclusion, and organizations' responsibility to improve the situation for us all. Ensure your early careers recruiters and hiring managers are committed to your DEI initiatives.
5. Trust that your graduates are up for a challenge
SHL’s latest study shows that graduates typically demonstrate high levels of resilience and adaptability. And while the most common strengths and development areas are broadly consistent across regions and industries, there are a few differences. Ensure your knowledge of the specific graduate landscape you are operating in is up to date and adjust your strategy accordingly.
6. Don’t forget about candidate experience
Graduates today have high expectations for both the technology they are expected to use and the experience that organizations present them with. Make sure your hiring process is efficient and engaging, and give applicants a chance to get to know you.
Recommended Readings #SHLBlog
Get the Most Out of Your #GraduateHiring Program
Read our latest white paper to gain a deeper understanding of your #graduate candidates to get the most out of your graduate hiring program.?
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