 
Are you struggling to recruit the top talent to your company? Do you find that you have a high staff turnover? It could be a sign that your graduate recruitment and retention strategy could do with an overhaul. Surveys have shown that about a quarter of all new graduates leave their first post before the first year is over. This is something that puts both employees and employers at a disadvantage. After all, graduating is a challenging time. Students need to focus not only on finishing their finals, but they also need to find a job quickly. There’s a lot of pressure, and this means that they can end up accepting a position that isn’t right for them. Once they realize that the daily grind doesn’t meet their expectations, they end up quitting, leaving them out of a job, and the company out of pocket.
If you find you waste a lot of money and time on employees who turn out to be a poor fit for your organization, it’s time to follow these top tips to improve your hiring strategies and to take steps to ensure that graduates don’t leave your company early.
The Problem Of High Graduate Turnover
Whether the graduates that apply for posts at your firm have completed a Bachelor’s degree at a local university or have studied for a masters in Barcelona, the fact remains that turnover is high among this demographic. Yet applicants with a bachelor’s or masters degree offer many benefits to employers, with new philosophies, skills and ideas to bring to the business. Therefore, knowing why they leave posts early is important. The reasons may include:
- Lack of confidence or skills
- The job doesn’t meet their expectationsÂ
- Failure to understand what the post would involve when taking it up
- A lack of development opportunitiesÂ
- No suitable mentorship
All of these issues can be addressed to boost your recruitment strategy for graduates.
Setting Clear Benefits, Expectations, And RequirementsÂ
Graduates often find that there’s a mismatch between reality and their expectations. Being clear about the expectations and requirements during the graduate recruitment process is therefore essential. Be upfront about any benefits which are offered when describing the post and create clear job descriptions to avoid disappointment.
Offering Further Development Opportunities
Someone who has a masters degree will be an asset to your organization, but they’ll be looking for further opportunities to learn, develop and progress. By offering continued education, new hires will learn that their growth remains important to the business. With clear pathways to promotion, they’ll also see how their careers can develop with the company.
Feature Testimonials From Former Graduate Hires
If new graduates are looking for companies to apply to, they need to know how well they have worked with graduates in the past. When your organization shares insights into the experiences of past graduates who have been hired, new talent can determine whether they could fit well with your company. Testimonials from former graduates hires that are featured on your business website or careers page will help you to connect with these graduate applicants. You could even arrange of former graduate hires to talk with candidates in the interviewing process so that concerns and questions can be raised at an early stage.
Developing A Robust Strategy For Graduate Recruitment
When it comes to hiring the right candidates, whether they be a local graduate or someone who has studied for a masters in Barcelona, choosing the right recruitment strategy is key. By following the tips outlined here, you should find it easier to not only recruit the top talent but also to retain those employees in the long-term, allowing your business to reap the benefits of having a skilled and dedicated team on-board.Â
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