Graduate recruitment

In recent years, employers are experiencing a shortage and have to look for alternative ways to Fund your main asset – the employees without which no business can stay afloat.

One of the most important decisions today has become graduate – recruitment, attraction of young professionals (graduates and students).

Realizing that the youth ten years later will become the main labor force, employers are successfully using this tool is not as Mature, but promising potential of the labour market. Despite the relatively long existence of this direction in Russia, some experts note so progressive dynamics that simply involve young professionals it is not enough: employers compete with each other, complicating graduate programs, establishing close ties with Universities and other educational institutions. Changed and expectations of job seekers – often young professionals with first days want to receive higher wages and expect to take the highest possible position, while not having completed tertiary education and work experience.

working procedure, every company creates its own, depending on the goals and plans, HR strategy, and even corporate culture. There are several hypothetical options of communication with the future personnel structure:

• Training — is the most popular method of testing, training and selection of the most promising and stellar candidates.
• Direct admission of students for entry-level positions — it takes a little less often mainly because of the lack of at least a minimum of experience.
• GRP (graduate recruitment program) is a relatively new but very effective method of selection, which in the toughest competition of the employer selects the best of the best who will be able to occupy a high position in the company.

Most commonly GRP are short term and last only 1-3 months (about 26% of the companies). In 22% of their length is about 7-12 months. 18% of companies have such programs lasting from 4 to 6 months. 12% of companies last GRP 13-18 or 19-24 months. The remaining 6% the program is not standard or individually for each participant.

the format of the GRP involves several steps:

• Questionnaires
• Interview
• Testing
• participation in the games;

the Final stage is interview with a top Manager of the company.

it is Important to note that the level of difficulty of assignments and tests is very high and most of the candidates eliminated in the early stages, resulting in the final, the company sees the most promising and talented professionals who have the potential in future to take a leadership position. The main thing that you should consider in the process of conducting such a competitive selection of candidates should be motivated and to create competition. It is necessary to conduct promotions, great to know your target audience, to be able to talk intelligently about their jobs, develop their image as a company-employer.

of Course, HR brand plays an important role in graduate-recruitment and allows you to attract not only young professionals, but also highly qualified personnel. However, given the rate of development of graduate recruitment in Russia, it becomes apparent that one of HR-brand and a strong corporate culture is not enough to create competitive stream of motivated job seekers. Enough and just the internship, so every employer is looking for young talents, creates and develops their own individual programs.

There are several channels to attract future graduates. Company website – the most popular and effective method of communication for the promotion of GRP. More than half of employers post information on their websites. However, graduate audience can be attracted and specialized job sites, job fairs, through advertisements in Universities, social networks and specialized forums and sites for students.
In conclusion, I would like to note that the Graduate program is investment companies, because they require a huge financial investment, while in order to grow professional takes at least two years. However, the potential of this new endeavor in Russia is quite large. The increase in the share of the unemployed, the lack of qualified personnel, changing expectations of applicants – all this makes the employer to reconsider the approach to work with staff to plan and develop a business strategy. In this regard, a company who can see the future, increasingly prefer youth and prefers to grow their own workforce «students». Moreover, the purposeful selection of the best graduates of the University means and the negative consequences for those companies that have such programs are absent, because they have to choose from among the remainder.

1 According to research Recruitnet.

Alexander Shevchenko,

The recruiter,

Recruiting company AVICONN