Attracting
graduates has been a great challenge for many organizations. Famous companies
like Microsoft, Pepsi, and Google do not face difficulty in this arena since
they always have a long line of fresh grads ready to join them. They look for
consistency in educational history and background of the student,
extra-curricular activities, and so forth. The candidates who are not
selected stand in line for other companies-- it must be agreed that brand name
plays a large role in attracting graduates to any organization.
So what will other organizations if they do not have brand name do to attract young graduates? It all comes down to the packaging of the potetial’s career plan with your company. Psychologically, if not for brand name and growth in a stable organization, fresh grads would look into money, quick career growth and a clear plan in terms of learning & development. Organizations that can provide these will stand to benefit in the long run.
Research was done in Malaysia on fresh graduates to measure job satisfaction, expectation gaps analysis, and commitment. Graduates were asked to indicate their preferences on organizational culture, leadership, communication, decision-making, team work, motivation, and development. Using the same dimensions, the graduates responded, thus enabling gaps to be determined. While communication, decision-making, and motivation are each found to be significantly related to job satisfaction, none of the seven variables were significantly correlated to organizational commitment.
Think about why a graduate would want to join your organization rather than a brand name like Google or Microsoft. Graduates are interested in high growth, variety of work, training opportunities, energetic corporate and social-life balance, etc. These individuals are highly idealistic and surveys show that they tend to rate salary and benefits as less important than business ethics and training and development opportunities. Most new graduates are full of energy and still highly focused in the learning mode. They may be unsure and afraid of the corporate world. As potential employer, you must show them plans for development and easy integration into the workforce. Demonstrate that you are an innovative, forward thinking employer with awareness of the key issues related to your industry.
When you transfer from university into work, your world can be turned upside down. Employers need to help support their new recruits. Give interested jobseekers insight into day-to-day life at the company and demonstrate knowledge by including careers advice. An effective scheme should introduce graduates to the commercial needs of the organization as early as possible and give comprehensive exposure to the whole organization, not just the area they will be working in.
Most organizations know that there is a gap between recruiting graduates and the point at which they become productive. By combining training and full-time work with academic study, participants can acquire the business-critical skills they need. Graduate training seems as important as it ever was, but with more graduates about and greater competition for the services of the best ones, employers now have to innovate to attract the best people and get the right results.
So what will other organizations if they do not have brand name do to attract young graduates? It all comes down to the packaging of the potetial’s career plan with your company. Psychologically, if not for brand name and growth in a stable organization, fresh grads would look into money, quick career growth and a clear plan in terms of learning & development. Organizations that can provide these will stand to benefit in the long run.
Research was done in Malaysia on fresh graduates to measure job satisfaction, expectation gaps analysis, and commitment. Graduates were asked to indicate their preferences on organizational culture, leadership, communication, decision-making, team work, motivation, and development. Using the same dimensions, the graduates responded, thus enabling gaps to be determined. While communication, decision-making, and motivation are each found to be significantly related to job satisfaction, none of the seven variables were significantly correlated to organizational commitment.
Think about why a graduate would want to join your organization rather than a brand name like Google or Microsoft. Graduates are interested in high growth, variety of work, training opportunities, energetic corporate and social-life balance, etc. These individuals are highly idealistic and surveys show that they tend to rate salary and benefits as less important than business ethics and training and development opportunities. Most new graduates are full of energy and still highly focused in the learning mode. They may be unsure and afraid of the corporate world. As potential employer, you must show them plans for development and easy integration into the workforce. Demonstrate that you are an innovative, forward thinking employer with awareness of the key issues related to your industry.
When you transfer from university into work, your world can be turned upside down. Employers need to help support their new recruits. Give interested jobseekers insight into day-to-day life at the company and demonstrate knowledge by including careers advice. An effective scheme should introduce graduates to the commercial needs of the organization as early as possible and give comprehensive exposure to the whole organization, not just the area they will be working in.
Most organizations know that there is a gap between recruiting graduates and the point at which they become productive. By combining training and full-time work with academic study, participants can acquire the business-critical skills they need. Graduate training seems as important as it ever was, but with more graduates about and greater competition for the services of the best ones, employers now have to innovate to attract the best people and get the right results.
Source: HumanResourcesIQ
