How smaller employers can attract graduates from around the country
Here, CEO of recruitment firm Do You Want a Job, Darren Diamond, explains how small business owners can look beyond the local talent pool and attract graduates from across the UK.
Earlier this week, a study carried out by the Resolution Foundation revealed that young graduates are increasingly reluctant to move from their home regions, giving up the chance of a potential 11 per cent pay rise by moving jobs and location.
In fact, in 2016 just one per cent of graduates moved region and employer, despite relocating typically leaving an earner 2, 000 better off.
The job mobility of graduates is important not just for the individual concerned, but also the economy as a whole. In a time when there are significant skill shortages despite low unemployment rates, ensuring the potential of your business doesnt go to waste is vital for increasing productivity.
Small businesses are not usually the first port of call for young people who wish to take the first step on their career ladders: it’s the bigger brand names with the larger starting salaries that are often more desirable.
While small businesses don’t have anywhere near the recruitment budgets of larger corporations, there are definite attractions to SMEs that the bigger companies cannot offer, and can help them to pull in talent from different regions.
Smaller businesses can offer talented graduates a far quicker route to a role including responsibility within a firm.
While a grad scheme at a large corporation will essentially be training for the majority of the time, SMEs can get graduates involved in everyday operations from the get go, meaning the experience gained is often more valuable for the future and for developing key skills.
So, how can small business owner attract graduates from other regions and ensure they are securing the best talent from around the country?
Ensure your recruitment process is youth-friendly
Graduates generally lack experience in applying for jobs, so it’s essential that your business? recruitment process is youth-friendly. This can be as easy as avoiding too much business-specific jargon in the advertisement, or ensuring you are advertising in the right places. University careers websites, careers fairs and social media are the best ways to target young talent.
Emphasise in the job description that they can expect fast-track progression which they may not find elsewhere. it’s also important to ensure you specify the degree and experience you require, in order that applicants know their skills will be put to good use.
Investing in training and offering opportunities to learn will also tempt in talented grads, while proving your business? commitment to professional development. It doesnt have to be expensive either, one day a month of training from more experienced members of the team will be a valuable investment.
Be quick to respond to applicants
Giving applicants feedback on their application and responding to them quickly will also help to attract and retain graduates. Young people are used to having immediate responses from modern technology and will respond more readily if your business does the same.
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