An Evaluation of Graduate Recruitment Techniques
Many organisations now offer a graduate scheme and this is because it gives them the opportunity to find new talent which they can nurture within their business. Graduates also bring new ideas and fresh approaches to a business and are often hungry to impress and improve rapidly.
Successful recruitment and selection stages are paramount to ensuring the best candidate is selected for the role. The business obviously hopes to attract candidates who are going to be an asset to their company and achieve the targets asked of them. To ensure the business is able to succeed in this, they will have to have a strong recruit and selection process. The first stage is to indentifying the specific role and responsibilities that the company would like to fall under the graduate position, and from this they will need to write a job description and a person specification. The person specification should include a list of competencies that all candidates applying for the role should embody. Wood and Payne (1998) summarised the advantages of using this competency based style as “it increases the accuracy of predictions about sustainability; It facilitates a closer match between the person’s attributes and the demands of the job; It helps to prevent interviewers making snap judgements; it can underpin the whole range of recruitment techniques- application forms, interviews, tests and assessment centres.” Candidates will then have something to compare themselves against when questioning their suitability for the role. It is important that the responsibilities detailed within the job description will be appealing to graduates to ensure that a high calibre apply for the position.
The company must also consider where they will place the advertisement to ensure that a high volume of graduates are able to access it easily. This could include approaching universities and asking them to place the advert on their intranet or other web based recruitment companies.
The business must also consider the way in which they will select the successful candidate and the process that this will involve. The general structure to the selection process of a graduate involves: an application process, psychometric tests, telephone interview, assessment centre, and finally an interview.
Once the job is advertised the business will begin to receive applications. This is the stage where the highest number of candidates are often rejected, so a strong application form in vital for any graduate. A curriculum vita and/or an application form are the two main ways people apply for a position. Using application forms means that there is a consistent format in the way that the information is given and this allows each candidate to be objectively assessed as to their suitability for the role. Applications forms usual ask for basic background information from the candidate, such as their work experience and educational history. Application forms are often seen as a more successful way to gather information from candidates than a curriculum vita because, although a curriculum vita allows the candidate to sell themselves, it also means that they can end up including unnecessary information which takes the assessor longer to sift through. “However, CVs make it possible for candidates to include lots of additional, irrelevant material which may make them harder to assess consistently.” CIPD (2009). Application forms are also seen as a more time efficient way for the employer to select successful applicant to move to the next stage. It is important that the graduate keeps a copy of all application forms they have submitted so they can refer back to them if the are successful in the following stages.
The next stage can then be psychometric tests. Tests given to candidates must have a relevance to the job that they are applying for. For example, if somebody is applying for a job within a finance discipline then asking...
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