Recruitment Techniques
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
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