Graduate Programs: The Investment That Unlocks Your Organization’s Potential

Building a future-ready workforce through graduate recruitment

As economic instability increases, employers are looking to leverage their workforce differently. Graduates can be the foundation for building a strong and dynamic workforce that is equipped to meet your organization’s current and future needs.

Companies continue to increasingly invest in early career talent and graduate recruitment programs as key drivers for innovation and growth. Graduate recruitment is a crucial aspect of talent acquisition that creates the kind of future-ready workforce your company needs to get ahead of the curve - and the competition.

If you’re hiring recent grads, or are thinking about implementing a graduate hiring program, then there are some key considerations your company needs to consider when considering college hiring and graduate recruitment.

3 Ways to Win at Graduate Hiring

Extensive research suggests that there are three key aspects of graduate recruitment that are critical for making sure there’s a match when considering a candidate. These are, simply, fit - how well the candidate aligns with the organization’s vision and values; readiness to succeed on the job today while developing their future potential.

Let’s break these considerations down a little more. 

1. Organisational fit
The first aspect of graduate recruitment is fit. This refers to the compatibility of an individual's values, attitudes, and work style with the company's culture and core values. A good fit between the employee and the company can result in higher job satisfaction, better performance, and lower turnover. 

Companies should take the time to understand the values and culture of their organization and look for candidates who share in these—you can be sure that candidates are doing the same during their search.

2. Ready for the job
While graduates will need development over time, it’s important to ensure they will be productive and able to contribute from the first day of joining your organization. Companies should prioritize finding early career talent who possess the skills and attributes necessary to excel in their role from the outset.

By hiring candidates who are ready to hit the ground running, companies can streamline their onboarding processes and reduce the time it takes for new hires to become fully competent in their roles. This will lead to improved productivity, increased job satisfaction, and smoother integration into the organization.

3. Future Potential
Graduates bring a unique set of skills, a fresh perspective, and the potential for growth and advancement. As they are just starting out in their careers, they have the potential to develop into highly skilled and motivated employees who can contribute significantly to the company's success.

There has always been a focus on potential when it comes to graduate recruitment. but has the type of potential needed now changed?

The concept of potential in graduate recruitment continues to evolve. Previously, the potential was primarily associated with a graduate's ability to advance within the organization and assume leadership positions. However, in today's fast-paced and constantly changing workplace, the potential also encompasses a graduate's adaptability and success in various roles.

This shift in focus emphasizes skills-based hiring, as employers seek candidates with the foundational soft skills essential for success across roles. These skills, such as communication and teamwork, are highly valued because they are transferable and can be applied in different contexts.

What to Expect in Graduate Recruitment and Campus Hiring in 2023 (and Beyond)

To help organizations understand more about graduates, we conducted a  recent analysis assessment scores from over 20,000 graduates across the globe. With this talent insight, we can show the areas of strength and development against those that are critical for success in the workplace today—and guidance on how to use this information. 

Our analysis shows graduates’ most common strengths are the ability to: Take Responsibility, Cope with Setbacks and Criticism, and Adapt to Change. Interestingly, our findings challenge the common belief that this generation tends to display lower resilience than previous generations.

The three key areas for development are how to Use Time Efficiently, Strive to Achieve, and Analyze Information. One possible explanation for this could be linked to challenges faced in staying motivated and working in remote or hybrid environments. Organizations should consider these three competencies when designing onboarding and development plans.

Insights from assessments are important for identifying strengths and areas of development. Sharing individual reports with graduate candidates as part of the hiring process will help them learn more about themselves.

Similarly, successful candidates and Hiring Managers should use and discuss these insights as part of onboarding. Managers should consider developmental activities and leverage strengths through individualized task assignment activities and motivational stretch opportunities that allow them to collaborate and do meaningful work early in the employee journey.

Graduate recruitment plays an essential role in the development and success of any organization. In combination with the three key factors described earlier as critical during graduate recruitment, organizations can use assessment data to better understand individuals and inform professional growth and onboarding activities.

By considering these aspects of their graduate, companies can build a workforce that is agile, future-ready, and equipped to handle the ever-changing demands of the market. With the right mix of talent, companies can meet current needs, prepare for future challenges, and capitalize on growth opportunities. 

Graduate recruitment is an investment in the future success of the company.

Matt Kirk is the Owner of Talent Acquisitions Solutions at SHL. He holds expertise in product management, sales, developing SaaS platforms, solution creation and leading teams.