For Employers

  March 18, 2017



Whether you are an HR professional looking to effectively manage the talent pool within your business, or you're a line manager who needs to fill a spot on your team, you will probably have a rough idea of what skills, knowledge and behaviours you want from potential recruits. If you are hiring experienced employees then this shouldn't be a problem as there are not only a lot to choose from but it should be pretty simple to weed out the good from the bad using the traditional means.



If, however you are looking to recruit younger employees such as school leavers or graduates, then you might find it a look...


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  March 07, 2017



One of the most influential factors in your organisation's success is the talent within it. Without the best, brightest and most engaged individuals working for you, your business will struggle at a fundamental level to make much progress. It's therefore important to have the right people in the right roles at every level of your business, and it's important to invest in exceptional talent, which is why a lot of organisations of every size elect to hire graduates. As highly educated young individuals they are bright, full of passion, and come with a host of new and innovative ideas to help your business thrive. But....this is only true if you are able to hire people who actually want to be there and share the same values as your organisation. Without this synchronicity you are likely to become...


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  March 06, 2017



As a graduate employer you don't tend to hire graduates for a specific role; you hire them with the intention of moulding them into the employee you believe your business will need in the future. This is why a lot of businesses will run a graduate scheme that involves rotation through the various parts of the business; to help both the graduate and the business identify where the individual's skills lie, and how to utilise these skills to best serve the needs of the organisation.

But while this approach makes sense to a degree, the challenge is that in order to get a job with your organisation candidates will be required to demonstrate certain attributes and capabilities, and as we all know, when applying for a job, we often over exaggerate our skills in order...


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  February 28, 2017



Although the traditional job boards remain a highly effective way to connect with graduate recruits, these days it's far from the only option. In fact with so many new digital avenues available, it's arguably becoming one of the most outdated ways to recruit graduates in today's marketplace, especially if you're looking to hire employees who will game changing employees. These employees are the ones who thrive on new approaches and innovation, so they will be looking out for and intrigued by new ways of connecting with potential employers.



Many companies are starting to embrace this new method of attracting...


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  February 25, 2017



For a lot of employers graduates are automatically recruited to fill junior roles, and indeed many businesses will have purpose designed graduate schemes in place to support their new recruits and prepare them for full immersion in the world of work. But is there any scenario where hiring a graduate in a more senior role is appropriate? Most would probably argue 'no', after all graduates typically have work experience to back them up, which is why they come in at the very bottom of an organisation. But is work experience all it takes to excel in a role? Arguably no new employee if ever going to have direct experience in their new role, even if they have tons of experience in similar roles. As a result all new recruits will need to be given time to get up to speed with the inner...


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  February 20, 2017



If you offer a graduate scheme in your business then you want to make sure you are getting the best applicants for your roles. Running a graduate scheme is no small feat, and can be a costly endeavour, so maximising the impact it has, and making sure you recruit people who are going to add value to your business (and hopefully not leave after 12 months) is essential. But how can this be done? Not via the current graduate recruitment process, that's for sure.



One of the most important things that need to change is the role of organisations in helping graduates prepare for the world of work....


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  February 15, 2017



As a business you will come up against a constant slew of challenges, and finding ways to address these is paramount to not just success, but also basic survival in a highly competitive marketplace. The solutions to the challenges you are facing/will face will naturally vary depending on what they are, but if there’s one thing that will always be true, it’s that the success of these solutions will ultimately depend on one thing: your people.



It doesn't matter if you are looking to implement a new business system, bring about a large scale culture change or even restructure your...


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  February 13, 2017



For many businesses the thought of the upcoming changes being introduced in April as the Apprenticeship Levy is officially rolled out, is a cause for unease and caution. While the government has aimed to make the new tax as clear as possible, it is still a largely theoretical issue, and until it actually comes into force there's no real way to know the impact it will have. However, based on the information so far there are several things that are likely to be affected:



The way companies train staff

One of the options for organisations looking to maximise the benefits...


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  February 06, 2017



Most companies looking to take on graduate employees will typically ask for a 2:1 or higher from their applicants. Why? Is is a valid assessment of work ability, intelligence or job related job skills? To be honest, no, it's not really a measure of any of those things. A graduate who scored a 2:2 or even a 3rd could be equally as intelligent, hard-working and suitable for a role as someone with a 1st or 2:1, but perhaps because of learning preference or a fluke on exam day, they simply didn't achieve that coveted 2:1. As a result these candidates are ignored and dismissed off the bat. Why? Is it because companies truly believe no one with a 2:2 or lower could excel in their organisation or be a smart individual? No, it's because there are a lot of graduates out there, and to be honest...


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  February 06, 2017



The decision by employers to open up a lot of their graduate roles to allow any individuals with a 'good' degree ranking to be considered for their roles, regardless of what the degree subject is, was intended to help widen the talent pool available. However while it may have achieved this in some regards, this decision has arguably also had a detrimental impact on graduate recruitment as well. Now rather than having clear guidelines to work with when it comes to hiring decisions, this open policy means there is even more confusion about what the 'right' candidate looks like. Without the boundary of a specific degree subject, recruiters are now having to find other ways to assess the suitability of individuals, yet still only having the degree information and...


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  January 23, 2017



One of the most frustrating things for employers when it comes to hiring graduates is that when they begin their careers very few grads are actually deemed ready for this step. Having spent their entire lives in the academic environment, being directed by others, graduates rarely come into the world of of work ready to deal with the realities of what this entails.

As a result employers are left thinking that their graduate population are a wasted investment, or that they are lazy and unfocussed, when in reality they just haven't been prepared appropriately for this transition.

The remedy for this challenge involves changes that span as far back as secondary school where more emphasis needs to be placed on developing the skills needed to succeed in...


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  January 11, 2017


Graduate recruitment is a complex task, trying to find the right person for your vacancies when there's very little tangible information to go on is considerably complex and time consuming. It's no wonder then that so many companies rely on outside help to recruit for their roles, but while it makes sense to a degree, the truth is that often it's a false economy. Hiring the right person is a very personal task, it takes a lot of insight and instinct to decide on the right person for your company, and using a recruitment company takes away a significant level of control, leaving key decisions in the hands of individuals that don't fully understand the ethos and culture of your company. However managing recruitment in-house is a time consuming and extensive process, and often it appears...

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  January 11, 2017



We've all heard the stats – approximately 14% of graduate candidates will reject job offers from businesses, wasting time and money that many businesses simply don't have. The reasons postulated for this figure vary, some suggest it's just down to the fickle nature of millennials, many of whom will apply to several jobs at once and just keep dropping offers until they find one they like. Others suggest it's because they use one job offer to leverage a better wage from a company's competitor. But while this may be the case in some scenarios, businesses also need to face facts and admit that the current graduate recruitment process is simply not up to scratch: it is long, tiring and rarely meets the objectives of the business i.e. to find a suitable candidate who...


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  January 11, 2017



If you run a graduate scheme at your organisation then your HR team, and relevant managers will almost certainly have had the 'millennials talk' at some point namely 'how do we keep hold of our millennials?' It's a question that has plagued businesses for years now, and it seems most are no closer to a solution. Report after report continues to highlight how millennial employees are so much more likely to job hop, leaving their first role after only a year or 18 months and moving to competitors for bigger pay checks and quicker career progression. Is it just the way millennials are? Should businesses simply accept that fact and leave them to it, doing what they can to stem the tide, while simultaneously planning for the inevitable departure of their young staff.


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  January 11, 2017



What does it cost to hire a graduate? Their salary for a start, but then there's the cost of the actual recruitment, whether that's run in house or externally, then there's marketing expenses, the cost of on-boarding, and any background checks you have to make, and of-course the cost of lost productivity for managers who may have to spend several hours panning through CV's and conducting interviews. When you add it all together it's a lot.

It's all worth it though if you hire the right graduate, because estimates suggest that for every £1 spent on a graduate they make £5 for the business.

But what if you don't hire the right graduate? What if the graduate you hire leaves after only a year and you have to find a...


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  January 11, 2017



Getting the right candidates for a role is becoming harder and harder for businesses, especially when it comes to graduate recruitment. Recent research shows that 14% of graduates offered a role will turn it down, leaving companies with growing numbers of unfilled graduate vacancies. But how can you combat this?

There are several different factors in play including long on-boarding processes and poor marketing, but in a large proportion if cases graduates refuse roles because they simply aren't the right fit. While this is frustrating for businesses who spend time and effort attracting graduates only to lose them at the last hurdle, it is better than the alternative which involves hiring candidates who aren't right and having to replace them when...


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  January 11, 2017



Hiring graduate employees is a smart move for any business; research shows that on average, every £1 invested in a graduate employee reaps rewards of approximately £5 in revenue for the business. They are also smart, energetic and innovative thinkers, so from an an employer perspective hiring grads is a no brainer.

But those benefits only apply if you hire a grad who stays with your company, and who actively contributes to the outcomes of your business.  When you consider that 1 in 4 graduates leave...


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