This Is How To Set Up Your Graduate Recruitment Programme

Rod McMillan

Establishing a specific graduate recruitment programme might seem like something only large corporations would do, but that’s far from the truth. Whether a small business or a multinational giant, you can create a strategy that attracts, nurtures, and retains top graduate talent. Done right, this approach can breathe new life into your business, bringing in fresh perspectives, boundless enthusiasm, and innovative thinking that drives long-term success.

The Value of a Graduate Recruitment Programme

Graduates offer something unique. They’re fresh out of university, brimming with new ideas, and eager to start their careers on the right foot. Their energy and creativity can inject a new dynamic into your workplace. But to make sure you get the best out of them, you need to understand what they’re looking for—and how your organisation can meet those needs.

What Graduates Want

Graduates are a different breed from seasoned professionals. They’re ambitious, keen to make their mark, and ideally, have yet to develop bad workplace habits! To entice them to your company, you need to offer something that aligns with their expectations:

• A Fair Salary: Let’s be honest; everyone wants to be paid what they’re worth, and graduates are no exception. They’ve worked hard for their qualifications and expect to be compensated fairly.
• Meaningful Responsibilities: Graduates want more than just a job; they want to make a difference. The crave a purpose. Give them responsibilities that challenge them from day one.
• Structured Training: A straightforward, formal training programme is non-negotiable. Graduates want to learn, grow, and see a path for their career development. They will not come in hitting the ground running, so set them up to win with support.

While a competitive salary is essential, it’s not the only thing that matters. Graduates are also looking for roles that offer interesting work, a supportive environment, and opportunities to develop their skills. Sweeten the deal with benefits like flexible hours and locations or a generous holiday allowance, and you’ll stand out in a crowded market.

Crafting Your Graduate Recruitment Strategy

When planning your graduate recruitment programme, one size doesn’t fit all. You need a strategy that suits your business needs. Here are four approaches you can consider:

1. High-Potential Management Schemes: This is all about quality over quantity. Target a small group of top-notch candidates and offer them a fast track to leadership. They’ll be expected to dive in at the deep end, contributing to strategic discussions within months. But remember, these high-calibre graduates are in demand, so your offer needs to be spot on.
2. Cross-Department Schemes: Still determining where a graduate’s skills will shine the brightest? A rotational programme might be the answer. Let them spend time in different departments to determine where they fit best. Ensure the training is well-coordinated so everyone’s on the same page and they don’t get caught up in inter-departmental battles.
3. Functional Schemes: If you have a specific role in mind, go for a functional scheme. Recruit graduates with the right skills and train them specifically for that role from day one. This focused approach can quickly integrate new talent into your team.
4. Low-Level Schemes: If your business has roles with high turnover, consider recruiting a larger group of graduates for similar positions. Some will naturally stand out even with the same training, while others might settle in or move on. This method helps you identify potential leaders early on.

Regular evaluation is critical to whichever approach you choose. Many businesses start graduates on fixed-term contracts, allowing for performance reviews at set milestones. This way, you can ensure that only the best fit remains, preventing any potential disruption to your team’s dynamics. But of course, you need to ensure schemes are fair and not exploitative.

Keeping Your Graduates Onboard

After all the effort of recruiting and training graduates, the last thing you want is for them to jump ship. While it’s unlikely they’ll stay with you forever, there are steps you can take to keep them around longer:

• Regular Salary Reviews: Keeping their pay in line with their growing skills and responsibilities shows you value their contribution.
• Positive Feedback: A little praise goes a long way. Regular, constructive feedback keeps graduates motivated and engaged.
• New Challenges: Graduates thrive on new challenges. Give them opportunities to take on more responsibility and grow within the company.

Remember your existing employees. Bringing in fresh talent can sometimes create tension, so involving your current team in the graduate programme is important. Encourage mentorship and knowledge sharing to foster a collaborative environment where everyone feels valued. Can you add a Graduate element to your employee referral scheme?

Next Steps 

Setting up a graduate recruitment programme is about more than just filling entry-level positions. It’s about creating a pipeline of future talent that will drive your business forward. Understand what graduates want, which may be different from when you entered the workforce. Tailor your programme to meet those needs. You’ll attract the best and brightest and keep them engaged and committed to your organisation. Graduate hiring is as competitive as ever, and reviewing your strategy using our advice will help you stand out in the market.  Find the right plan now to start hiring with Monster.