With the UK skills shortage showing no signs of letting up, the tables have now turned on the UK job market. According to the latest ONS statistics, the number of job vacancies has seen a month-on-month increase for 2022, with no predictions of this slowing down.
Increasingly, more and more employers are recognising the benefits of hiring graduate talent. However, in such a talent-lead market, it’s important now more than ever to make sure that as a company, you stand out from the crowd.
With that being said, if you’re wondering how to hire graduates, here are 5 key factors that graduates are looking for in a prospective employer.
1. Security & Flexibility
Yes, this sounds like a double-bind, but it’s essential that as an employer, you strike the right balance between the two.
Offering flexible working is just one piece of a wider puzzle, you need to recognise that graduates are most likely still uncertain on their lifelong careers.
Being able to offer a graduate flexibility in their role will make you stand out from your more traditional competitors. Whether this be through providing them with exposure to other departments, offering training opportunities or supporting short term secondments. Allowing a graduate to explore their options with your company is ultimately more likely to keep them from looking for new opportunities elsewhere.
Flexibility is of course only half of this equation. We’re living through some of the most uncertain times in the past few decades, and certainly the most uncertain times that most graduates have ever seen.
As an employer, you need to be mindful of this and make sure you communicate that your company is secure, established and here for the long haul. This can be as simple as making sure your website and marketing highlights your standing in your field. Show yourself to be the authority in your field, shout about your achievements, and make sure you communicate your longer-term goals. Which brings us onto the second key factor…
2. Company Vision & Strategy
Graduates are no longer looking for any job they can get their hands on (were they ever?!). They are looking for that first step in their career. As such, young professionals want to know not only about your current situation, they want to be assured that they’re joining a company who know where they’re going too.
Communicate your long-term vision and strategy, not just during the recruitment and onboarding process. But throughout their time with your team. Talk about your plans to grow and expand; how do you plan on becoming/staying the market leader? How are you innovating? What projects do you have in the pipeline?
The old interview adage of ‘Where do you see yourself in 5 years’ time?’ should work both ways. Be clear on your vision and strategy and make sure to convey this regularly.
3. Clear Core Values
Across the board, people’s priorities and attitudes to work have changed, and graduates are no exception. Make sure your company has clear core values that reflect your work culture and communicate these frequently.
Think about how your own priorities have changed and ensure your values and policies have kept up. Think about revisiting your policy for Equality, Diversity and Inclusion in the workplace, and your flexible working policy: are these as progressive as your competitors?
Most importantly: company values should be demonstrable in your work culture!
4. Your Benefits Package
One of the key changes to how people view their work is realising that salary alone is not the be all and end all.
Having a tailored and comprehensive benefits package shows that you care about your employees’ lives in and outside of the workplace. Some ways in which you can develop your benefits package are:
- Hybrid working
- Volunteering days
- Wellbeing in the workplace support
- Health insurance
- Employee discounts
- Cycle to work scheme
To find more information on the value of a comprehensive benefits package, take a look at our in-depth article here.
5. Reputation
If there’s one thing graduates excel at, it’s research. As much as you’ll be wanting to know all about a prospective employee, be sure that they’ll be finding out as much about your business.
Being transparent and open about your working culture is vital. Check out your reviews on Google and Glassdoor, and if there are areas for improvement then put a plan of action in place and be open with candidates about this.
Likewise, if you have excellent reviews, make sure to highlight these. In traditional interview style, provide specific examples of how and why your company is a great place to work… an enhanced employee benefits package and inclusive EDI policies for example!
If you’re wondering how to hire graduates, then please get in touch with the team here at Inclusive Consulting.
We work with a wide pool of graduates in Sheffield and the surrounding areas and are pleased to regularly place graduate roles. Find out more about how we can help you attract talent here.
