Employers that want to give themselves an edge in the graduate recruitment space need to do more than just broadcast information to students in their final year of university; they need to start a conversation with them even earlier, says Futurestep managing director Tim Powell.
A German employer has increased the completion rate of its apprenticeship and grad programs to 95 per cent, saving it more than six million dollars in one year, by applying gaming concepts to its pre-employment screening, says Psylutions commercial director for Australia and Singapore, John McLaughlin.
Unless supervisors are engaged in the development of their grads, employers will fail to see a good return on investment from their programs and won't build a strong leadership pipeline, according to graduate development expert Josh Mackenzie.
A software development company has tripled its number of grad applicants this year, thanks largely to a new program its HR vice president describes as "induction on steroids".
Drumming up support for social media initiatives and a referral program was "challenging", but Deloitte Australia now saves about $6 million annually on its recruitment costs, according to recruitment and mobility leader James Elliott.
Employers that want their graduate employees to become young leaders should start teaching them the necessary skills from year one - even if this means spending less time on "the basics", says Development Beyond Learning managing director Josh Mackenzie.
Graduate programs that separate recruitment from development are at risk of over promising and under delivering, says David Cvetkovski, national manager of strategy and delivery at Fusion Graduate Management Solutions.
Employers that want to access top talent fast and develop leadership skills among existing employees should consider implementing an intern program, says Ernst & Young managing partner and people leader Lynn Kraus.
The key to taking your graduate program to "a whole other level" could be as simple encouraging managers and graduates to grab a coffee together, says Development Beyond Learning director Josh Mackenzie.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
