Are you sure you know the difference between Generation X, Y and Z? Are you using all the search tools at your disposal? Take a look at our essential Graduate Recruiters' Checklist with points provided by Carl Gilleard, ex-CEO of the Association of Graduate Recruiters (AGR).
1. Know the market
Just like any task, research is key. To effectively recruit for a particular role, you need to be clued up on the target market and where to find the best candidates - and not to mention who your competitors are. Decide on the universities you want to recruit from, and which courses would be applicable to the role in question. Then do your homework on the behavioural habits of the students/graduates you hope to sift through and apply these to your searching tactics.
2. Make your brand as attractive as possible
In a time when students are stubbornly attracted to big name companies, as a smaller 'less attractive' brand, you need to do some clever marketing. If you have the authority, aim to generate a graduate specific section of your website, giving you a far better chance at attracting prospective employees. Also consider how enticing your job specification is; if you've done your research on the market, you can employ your new found knowledge here.
3. Be clear on your proposition
Begin by asking (and answering) the question 'Why do we want to hire graduates?' Once you have a solid response, you can use these points to attract more people to the role. Now consider what your brand and the role in question has to offer in comparison to your competitors. Be sure to highlight the company's strengths in order to stand out. If you however lack the bodies to efficiently market the role, consider working with a recruitment agency who will do the leg-work for you.
4. Get clued up on the law
Be sure to learn about and abide by employment legislation, such as the 2010 Equality Act.
5. Is everyone adequately trained?
Ensure that everyone involved in the selection process has also done their research, and has received adequate training for the task at hand.
6. Choose 'best-fit' over 'best'
Remember: the ideal candidate for a role may not be the most qualified or the 'best', but should be someone who fits the job specification and would work well in the environment for which you are recruiting.
7. Avoid stereo-typing
In the same vein as Number 6, don't be blindsided by the prototypical 'ideal' candidate. For example, not all graduates that would meet your job specification are 21 years old or even fresh from university (they may have taken a gap year). If there was ever a time to apply this cliché, it's now: Think outside the box!
8. Embrace social media trends
Hopefully your research will lead you to the key social media sites for recruitment and how to use them effectively. With Generation Y as your probable target, embrace their love for images on the social media sites they have grown up using daily. In comparison, Gen Z are drawn to videos. Grab their attention when they least expect it.9. Learn when and where recruiting will be tricky
Through research and/or experience, you will come to learn that specific roles will be a lot harder to recruit than others. This includes particular locations, slow times of the year and non-graduate schemes. However, if you lack this experience, a recruitment consultancy can come to your aid with their year-round experience and tricks to finding fantastic candidates.
10. Consider work placements
A growing band of employers are now offering work placements to undergraduates. Quality placements have the dual benefits of providing 'employment trials' and building the brand's name. A student who experiences a great work placement will become an ambassador for the business.
11. Expand your searches
The graduate talent pool has expanded in recent years, but competition among employers remains strong, especially within the top universities. A smart move might be to consider 'fishing' in different parts of the graduate talent pool, including graduates who left university in previous years.
12. Provide feedback
Feedback is both essential for a candidate's progression and also respectful of their time. Even if they weren't right for the job, let them know why. If they move forward through the recruitment process, feedback is especially helpful. Plus, taking the time to be honest with potential candidates builds the brand as well as satisfies their curiosity.
13. Try to reduce 'time to hire'
When there's a time lag between a candidate's offer and their start date, aim to keep them 'warm' through communicating with them. Using social media is a good way of doing this.
If you have any other tips to add to this list, do please comment below.
