Your university degree will play a big part in helping you get a job; but it is possible to add more skills to your
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The graduate recruitment process doesn't end when the candidate accepts your offer.
When your new graduate hire arrives at your office, they’re probably going to be brimming with enthusiasm, nerves and a sense of disbelief that they’re officially entering the working world. By this stage, your induction process should already be in full flow.
Find out what you need to be doing to help them settle in to your organisation and excel in their new role:
Assign a member of your team who’ll act as your graduate’s buddy - ideally someone who has graduated themselves in the last 5 years and can empathise with them. It is important that new starters know they have a mentor to support them.
Make sure you have your graduate’s desk set up and ready for them. Remember the courage it took you to ask where the stationery supplies were kept on your first day of work? Make sure their desk is fully stocked with notebooks, pens and anything else they need.
Create an induction plan so that your graduate’s first couple of days aren’t a lonely mix of refreshing their temporary inbox (nope, still just the automatic email welcoming them to Outlook) and looking around in the hope that someone will ask them to do something.
Arranging brief induction sessions with members of your team will help a new starter settle in, understand more about your business and get started on tasks that will be of value to them and to you.
Manage yours and your team’s expectations. Even though your graduate may have some previous work experience under their belt, the chances are they won’t have spent much time in a similar office environment. They may also be new to your industry.
Giving ownership of a task, no matter how small, can boost your graduate hire’s confidence and engagement. How can you challenge them, stretch them and offer them experiences in their first few weeks they’ll feel are valuable and worthwhile?
Consider how you can enhance your graduate’s soft skills too. Could they be responsible for manning the phones for a few hours a day to improve their communication skills, or be working on multiple projects to strengthen their time management?
Schedule a review. Provide clear and constructive feedback, run through their achievements to date and set some objectives in place so they have clear goals to work towards.
Make sure to use this time to listen, too. The feedback they give can provide a real insight into your company culture, onboarding process and management styles.
How could you improve the on-boarding of future graduate hires? Is your buddy system working? Did they feel their induction was thorough enough? What new skills have they learnt so far?
…is structure, clear objectives for progression and a support network. And they need you to cast your mind back to when you started your first role (however scary that might be!) and consider the little things that would have made a difference to your first job experience.
This is a guest blog by Hannah Ovenden, Senior Marketing Executive at Hireserve. She writes on topics ranging from graduate recruitment and employability to flexible working and education.
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