6 Key Considerations in Creating Graduate Program Strategy

 Without a doubt, to employ fresh graduates to a company and organisation is either enticing or terrifying. There are several graduates who join a workforce early, so they require more training and guidance to equip them to be ready. From this information, employers are expected to prepare workshops and training materials with the objective of filling those gaps. Thus, making certain that the company supports their career growth.

The purpose of a well-founded graduate program is to identify various gaps in experiences, knowledge, and skills and integrate them into the organisation's adeptness. By analysing these aspects allows the team to develop common ground and achieve shared goals. 

It is important to keep in mind that a good graduate program strategy should be well established to create long-term support for every starting professional. To further explain, here are reasons why a company should invest in this consistent program:

  • It attracts exceptional applicants that are a perfect fit for the company's environment.

  • Help identify, select, and assess applicants with a high success rate in the organisation.

  • Develop on a graduate's base competence incorporated with organised programs.

  • Prepare graduates for the corporate world through face-to-face job experience.

  • Emphasise a graduate's career potential through industry-wide mentoring and exposure.

  • Show graduates to a wide array of responsibilities and roles taking place in the organisation. 

  • Mentor graduates during the first few phases of their careers.


graduate program strategy

Now that these valuable reasons make it worthy to establish graduate program support, here are questions to consider in making certain that the project is a success:

1. How do you establish your brand to be known as a graduate employer in the marketplace?

Know what they want. By collaborating with various universities and student societies, you may maximize it by conducting surveys. It is an employer's utmost priority to ensure that the program supports a student's needs. Place yourself in the shoes of a student and determine what qualities you seek for an ideal organisation. In such a manner, you may perceive problems and create solutions before they even occur.

2. What are the unique long-term benefits that the graduate program strategy provides?

Once you have finished identifying and refining your value proposition, understand that anything that matters to them matters to the employer, too. A good employer-employee rapport begins with meeting the expectations of both parties. It is to be expected that the program takes into account the individual's employment needs that include generic abilities and skills relevant in the workplace.

As an employer, if you are hoping to achieve this positive and professional relationship, the company's benefits should encourage the fresh graduates to put their best foot forward for your company.

3. How do you create a sustaining and supportive culture among the graduates and within your company?

First, it is a must for an employer to at least know the names of their employees. Having a knowledge of their basic information forms a sense of value; that you hold in respect to their life as a member of the team. Especially since these fresh graduates are only starting to venture into the real marketplace. It is highly recommended that institutions in all sectors promote resourced and enhanced effective employability activities at the departmental and faculty levels. A graduate program strategy-centered led to a stable and greater impact on graduate employment.

The least an employer can do is establish a safe space wherein they are being attended to and guided while employed in your company. The experiences they gain first from your organisation will set a good impression and expectation of how their future careers should look like.

4. Can you achieve graduate salary expectations?

Although the salary that these fresh graduates expect to earn ranges around the average starting rate, the work demands should equate to how much they will earn, too. By taking into consideration the scope of responsibilities and salary, help determine work expectation for both parties. There would be instances that an individual may ask for more than the intended budget, but the quality of the work they produce makes them worthy of their expected salary.

5. When does your recruitment and planning cycle begin?

When to apply for the program? Most of the time, it starts in March, second from last year of your course degree. However, it is highly recommended to consistently check for the application dates you are most interested in. Identifying these little details allows the company to prepare the salary budget, restructure the workforce, and update the program to reach a common goal— success. 

6. Are you committed to completing an entire graduate program life cycle that includes Selection, Attraction, and Development?

Be consistent in monitoring the progress of the overall productivity of the employees enrolled in graduate program support. Observe and be proactive as you may need to be flexible and keep up with real-time situations. A well-thought and clear graduate program increases the success rate which makes you a distinct graduate employer in the marketplace.

Over the past years, surveys have shown the positive and high satisfaction rate of employers over their graduate recruits. The labour market and economic context regarding graduate unemployment have continued to decrease. Through plans like graduate program support, has ensured security and employment opportunities to graduates; and able to adapt to the changes of their careers.




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