Finding the perfect people for graduate vacancies
Posted on November 14, 2008
Filed Under Careers |
I have found recruiting
for graduate vacancies one of the most testing jobs of my career. For
regular jobs, a CV is sufficient to highlight the technical ability
of a person. It is much more difficult for graduate jobs, as there
are more complex questions that need to be answered which cannot
simply be written on a CV.
Deciding a persons
suitability to a graduate job is simple in theory: they need to show
experience or transferrable skills that will enable them to be
successful in the position. However, my vast experience tells me that
many a ?suitable’ candidate on the face of it, has proven to be
?unsuitable’ once actually employed.
For a person to be a
success in a graduate vacancy, the person needs continual
determination to frequently hit targets. I have encountered many a
person with a talent for sales, but a lack of drive to develop beyond
a certain point. Essentially these people lose their drive. The
problem here now lies with how soon will this person lose their
drive? The answer lies with unknown parameters like personal issues,
divorce, health issues, children, stress etc. However, a person’s
past and personal characteristics may good proxies for these
unknowns.
A fundamental rule of
recruitment is that history has a habit of repeating itself. If an
individual has been employed in a number of sales roles over several
years and has stayed no longer than 2 years in each, it may be fair
to think that they’ll stay for 2 years and move on again. The good
news here is that it is such a consistent rule that you need not
delve into the reasons for previous movement. The question you must
answer is, ?is two years long enough for you to justify
recruiting’.
You may find it
particularly hazardous filling graduate vacancies, if you have
limited experience of sales yourself. It might be the case that you
have set up your business using your specialist skills, but in order
to develop you need a person to sell your ideas. It is imperative to
you that this business venture does not fail. In order to achieve a
successful outcome, you need to recruit the ideal person. It is
common place to come across graduates who are outgoing and have the
?gift
someone with substance.
The best way to do this is
do basically design your ideal person. Think about what basic skills
and experience they need, what characteristics would you like them to
have etc. Once you have your person specification, you need to search
for the right person who meets the criteria and is suitable for your
graduate vacancy. Look for winners, someone who is not frightened of
a scrap and will be reliable when times are hard. Look at their past,
find out what motivates them, have they a history of achieving high
end results?
Be sure to keep methodical
in your search to fill , look into their past and pick
the one who best meets your criteria. Remember to keep to basic
principles.
About the author
Tags: cv, divorce, fundamental rule, graduate job, graduate jobs, graduate vacancies, graduate vacancy, habit, health issues, parameters, personal characteristics, personal issues, proxies, recruitment, specialist skills, suitability, suitable candidate, targets, technical ability, transferrable skills
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