The-Ultimate-Guide-to-Graduate-Recruitment

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THE ROTATIONAL SCHEME PROS AND CONS The rotational graduate scheme is one of the most popular types of graduate scheme. The essence is that the graduate is brought on for a management or leadership position and is therefore given the opportunity to gain experience across a range of teams, departments, sites and sometimes even countries! The aim is to give the graduate a really broad understanding of the company and how it operates, as well as help them to grow their network across the business for the future. PROS: • The graduate develops a really broad understanding of the business, gaining exposure to different teams and departments, learning how it all ‘fits’ together. • The graduate is moved into a series of new environments at quite a quick pace and so develops team building and relationship building skills as well as an ability to deal with change and get up to speed quickly! • The graduate gets to try new things in each new setting, rather than being pigeon holed based on their performance in the initial months. • The graduate builds their network across the business. • The wider business has the opportunity to bring on an additional resource for a set period of time. • The various teams get to ‘trial’ a graduate, exposing more of the business to the benefits of employing graduates. This can increase internal demand for graduates, and therefore builds support. CONS: • There is a risk that the graduate becomes a ‘jack of all trades, master of none’. Without being able to develop skills in one function or operational area, their knowledge can remain superficial. • Time is short to work on specific development areas. Often the rotations are 8 and sometimes 6 months meaning it’s really important that the graduate owns their own development plan and discusses it with each new manager. • It can be disruptive and costly to the graduate, especially with the travel involved and they may expect some of this to be supported. Additionally, it can be disruptive to the teams that accommodate the graduates – as soon as they’re trained, it seems they’re gone again! PAGE 3
THE TECHNICAL EXPERT SCHEME PROS AND CONS Another popular type of scheme is the ‘technical expert scheme’. This is popular in trades such as Accounting, Engineering and Law. The idea is that you hire a graduate from a selected field and develop their skills in something very specific. Within this type of programme, you can still employ a ‘rotational structure’ but the core differentiator here is that the graduate rotates within one department or business function. PROS: • The graduate has the opportunity to hone their skills in a niche area, becoming a technical subject matter expert who can add a very specific benefit to the business. • The business strengthens its technically ability, hiring a talented graduate with formal training in the form of a degree and / or masters. • The graduate gets to build strong relationships in one business function or team, working on a series of projects in their area of developing expertise. • The training programme can be very structured with specific training titles and modules. This can be used year after year and can be delivered in house, by more senior, technical experts. CONS: • The graduate might get an insulated view of the company and not get the opportunity to see how their work contributes to the larger picture. • The graduate can miss out on the chance to meet people from different teams and departments. • There is the age old challenge of moving technical experts into leadership roles – leadership and managerial training should also be considered as part of technically based schemes. • Technically based graduates can be hard to come by and the market can be very competitive. Taking engineering as an example, there are not enough engineering graduates to sustain demand and this is pushing up the average cost of recruiting engineering graduates. PAGE 4
Page 1 and 2: THE ULTIMATE GUIDE TO GRADUATE RECR
Page 3: 1 ONE WHAT ARE THE MOST COMMON TYPE
Page 7 and 8: 2 TWO WHAT QUESTIONS DO YOU NEED TO
Page 9 and 10: LAUNCHING THE GRADUATE SCHEME WHAT
Page 11 and 12: MANAGING YOUR GRADUATE SCHEME WHAT
Page 13 and 14: WHY DOES GRADUATE RECRUITMENT FAIL?
Page 15 and 16: FORGETTING IT’S ABOUT ENGAGEMENT
Page 17 and 18: DEFINE YOUR PROPOSITION TO ATTRACT
Page 19 and 20: THEME YOUR MONTHS AND WRITE CONTENT
Page 21 and 22: 5 FIVE TRENDS IN GRADUATE RECRUITME
Page 23 and 24: SOCIAL MEDIA WILL BECOME CRITICAL T

The-Ultimate-Guide-to-Graduate-Recruitment

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