Adapting to change is way to net top talent

first_imgRelated posts:No related photos. Comments are closed. Adapting to change is way to net top talentOn 13 Jan 2004 in Personnel Today It’s easy to be complacent about graduates. If your HR department isregularly swamped by job hungry youngsters chasing a paucity of vacancies, thenit’s inevitable you may not be troubled by the changes looming in the graduatemarket. But Alison Hodgson’s warnings that organisations ought to be working harderto target a diverse group of graduates, and help them prepare for a positivestart to working life, make good sense. As the new chair of the Association of Graduate Recruiters (AGR), Hodgsonreminds us that employers are still struggling to recruit the right kind ofgraduates, despite the fact that there are now 42 applications per graduatejob. Clearly, they need more guidance while still in the education system, anda generous approach to work placements would go a long way to providing theexperience and insights that many employers insist are missing. Intelligent HR teams adopt a highly selective approach to graduaterecruitment and see it as an essential tool to inject new blood and fresh ideasinto their organisations. But how do you identify and attract this kind ofenthusiastic, talented newcomer if you are not in the blue-chip league with theprofile of the BBC or British Airways? Sadly, too many employers are still using the same tired processes,targeting the same institutions with the same methods they have used for years.But to attract the top talent, firms ought to be targeting and nurturingpotential applicants earlier and winning over their hearts and minds bymarketing a clear message with a strong employer brand. Exploiting the newuniversities with more diverse student populations and programmes relevant toyour sector would be a good starting point. Waking up to their changing demands will also be essential. Job satisfactionhas been cited as more important than money to those seeking their first job.But it remains to be seen whether this is still the case once top up fees startto bite. The private sector does not seem to turn on all graduates, with the majoritypreferring to start working life in the public sector. Research shows that theywant to feel they are doing something of value for society and they view thepublic sector as offering superior flexibility and work-life balance. All these factors bear heavily on the quality of your people policies andrely on the effectiveness of line managers. Graduates provide great value andare a versatile resource, but only when employers take them seriously enough. By Jane King, editor Previous Article Next Articlelast_img read more