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1st & 2nd July

How to optimise your graduate recruitment process

How to optimise your graduate recruitment process
Promoted by How to optimise your graduate recruitment process

When we think of efficiency, we tend to consider it in terms of how quickly and successfully something is achieved. In graduate recruitment terms, an efficient process is likely to be defined as the swift assessment and hiring of an appropriate candidate within a specific time frame. However, it is rarer to possess an optimal recruitment process in terms of the scope and calibre of your candidates. The best recruitment strategies have a scope that reaches beyond the parameters of application, assessment, and hiring.

Expand your horizons beyond entry requirements

Consider your initial entry requirements. Is the most important element a candidate’s degree grade? Or is it essential they possess resilience and an eagerness to learn? Soft skills and a candidate’s general approach to work are admittedly more difficult to quantify. However, by placing greater significance on these qualifiers over grades you will expand your talent pool and open the job opportunity to a wider range of high quality candidates.

Engage with candidates throughout

With 70% of candidates believing it is acceptable to renege a job offer and potentially leave your company with a graduate-shaped hole in its workforce, engaging with students is key. It is just as vital to communicate with candidates both before and after the job offer. Highly talented graduates will be more likely to receive multiple job offers – and if they feel no loyalty to your company, it’s very easy for them to decline, or even renege, your offer if a competitor shows more interest in them.

Assessment processes are essential for employers to understand the skillsets of their candidates. However, creating not just a recruitment process but a “recruitment progression” that sees these skillsets grow even before a student embarks on their career will lessen the chances of reneging. Highlighting that candidates have not only proved, but improved their skills shows that as a company, you actively nurture professional development. Assessment or insight days consisting of multiple tasks geared towards specific soft skills – like teamwork or problem-solving – are a good way to meet these aims.

Ensure job descriptions are clear

Successful engagement with candidates becomes irrelevant if the job role itself is not clearly communicated – make sure you’re not falling at the final hurdle.

71% of respondents to Milkround’s annual student and graduate survey admitted they have been confused by a job description at least once. This is surprising, and implies there’s a gap in communication between employers and students.

The most cited issues include job descriptions being too short and not offering sufficient information in terms of moving forward with an application. There is a common misconception that students lose interest quickly when it comes to reading larger blocks of text. However, they’re much more likely to steer away from applying to a role they can’t understand due to its conciseness, rather than losing interest because it takes a little longer to read over the description.

Overall, you must think broadly when it comes to your talent pool, but place this alongside more granular techniques in regards to candidate engagement and job descriptions. Following this formula will enable you to create an innovative and successful graduate recruitment process. 

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