- How to Attract Graduates
- How to Hire Graduates
- Tutoring Roles
- Software Development Roles
- Sales Roles
- Analysis & Research Roles
- Public Relations (PR) Roles
- Operations Roles
- Marketing Roles
- Legal Roles
- Design Roles
- Customer Service Roles
- Content & Social Media Roles
- Business Development Roles
- Banking & Finance Roles
- Admin & HR Roles
- Account Management Roles
- The Selection Process
- How to Retain Graduates
The Benefits of Hiring a Recent Graduate
Top 10 reasons to hire a recent graduate
There are firms which have built their growth strategies and ongoing success around hiring graduates. And yet there are others which are entirely bereft of young talent. At TalentPool, we champion graduates by highlighting the value they can bring to companies of all sizes. Here are 10 reasons why we believe graduates can prove to be superstar employees for your business.
1. High levels of energy
Anyone who has worked with graduates will know that they bring energy to a team that just can’t be found elsewhere. The world of work is new and exciting for a fresh graduate who will genuinely relish everything from new opportunities and responsibcommon to move companies and even careers with (for employers) alarming regularity, graduates can offer a certain perdictability and stability which is important for building any team. While graduates are unlikely to stay for more than three years with their first job, it is also pretty universally understood that to leave your first job before having completed two years is not advisable.
2. They provide stability
In an employment environment where it is increasingly common to move companies and even careers with (for employers) alarming regularity, graduates can offer a certain predictability and stability which is important for building any team. While graduates are unlikely to stay for more than three years with their first job, it is also pretty universally understood that to leave your first job before having completed two years is not advisable.
3. Graduates are unformed
It goes without saying that graduates typically have very little work experience; as their ‘first employer’ you are able to shape a graduate’s development in a way that is simply impossible with a seasoned professional. Think back to your first 18 months of employment and you will remember how rapid the learning curve was. As an employer, you can set the direction of learning, meaning that you quickly create an employee with high levels of loyalty and cultural alignment.
4. A wide choice
A graduate, irrespective of their academic background, will typically be eligible for a wide range of jobs; naturally, as we progress through our careers, we specialise. And every year, a new cohort of graduates, bring a wave of fresh talent to the market. As a result, providing you source your candidates correctly, you will be able to choose form the full breadth and scale of graduate talent out there, far grater than would be possible for a more experienced hire.
5. They’ll get the culture
Every business needs to understand their customers. Teenagers represent a huge slice of the actively consuming population and are an important customer segment for many businesses. What better way to understand this group than by hiring someone who only recently belonged to it – but having ‘graduated’ (both from university and their teenage years) also brings the skills and maturity of someone that little bit older?
6. Eagerness to develop
Graduates want to learn – and learn fast. Indeed, personal and professional development is the top objective of most graduates entering the world of employment. Salary counts for a lot, of course, as does culture, brand and so on. But a graduate job is all about setting yourself up for a future career; no other group of employees is more focused on learning. The result is a knowledgable and capable team member in a matter of months – or even weeks.
7. Ready made networks
A graduate comes with an existing network of university friends. This can give a business access to prospective partners and clients which would have otherwise been beyond reach. Very often the actual buyers of businesses services are as much at the junior or operational end of a business as at the top of the tree.
8. Low cost
You can’t ignore this one – graduates cost less than more experienced members of the team. There is, of course, a limit – at TalentPool we recommed starting on a minimum of £20k and certainly nothing below the living wage – but the limit is, relatively speaking, low. If you can offer a rewarding work environment, exposure to new experiences and opportunities to progress then graduates can be a great way to improve your bottom line.
Have a look at our graduate salary guide for more detailed information on what you should be expecting to pay your new hire.
9. Digital prowess
If you don’t have digital capabilities in your team, you might engage a digital marketing agency. But why not just hire a digital native? We are now at a stage where university graduates are digital natives – they grew up in the era of Twitter, Facebook and latterly Instagram and Snapchat; they get social media, and they instinctively understand digital marketing.
10. High calibre
Since graduates tend to look for more than just a salary, if you can offer them the opportunity to progress and learn – and small businesses are uniquely positioned here – then you may well be able to attract an individual of a far higher calibre than you would otherwise be able to afford; it is not uncommon for the brightest people in a company to be the most junior.
For more detailed advice on how to recruit for your specific role, have a read of our how to hire pages.