Bringing a new graduate onboard is key to their long term satisfaction in their new role. For many of them, experience with full time work is limited. As such, the approach you should take is a little different. Here are two tips to keep in mind when onboarding a new graduate.
A social media presence is something that many SMEs have failed to invest in. But having one brings proven results, particularly when it comes to attracting talented young graduates. Here’s why you should invest in a social media presence.
Sometimes, within minutes of talking to a candidate, you get a feeling that they would be perfect for the job. These initial sentiments, however, could be leading you astray. What does the science say about trusting your first impressions of a job candidate?
When it comes to recruiting the best and the brightest graduates, it can seem like smaller businesses have no chance at competing with larger ones. But when SMEs know how to leverage their strengths, they can grab valuable candidates’ attention like any other business. here’s how.
An organisation’s reputation as an employer is one of the most crucial things to help them attract and keep new talent. But how do you know what your reputation and ’employer brand’ really is? Online review sites like Glassdoor can help you find this out.
In the twenty-first century, there’s no longer any need to find a candidate by combing through piles of CVs and applications. With the use of neuroscience-backed candidate testing from Monash Talent, finding the graduate you’ve been looking for has never been easier.
When you’re a small business or startup, getting your brand into the minds of graduates can be a tricky task. That said, if you leverage your strengths, you may just find you’re in a better position to appeal to graduates than the companies with big graduate recruitment budgets.
How do you know what skills, traits and attributes you should look for in a graduate? That’s where Monash Talent can help. With our use of Mercer Match software, we can find you candidates with the traits you desire, without relying on unhelpful mandatory hurdles like professional experience.
Organisational culture is an important factor to understand if you want to find incredible candidates. Person-organisation fit correlates with job satisfaction and performance but you can’t assess a good fit without first knowing your organisation’s culture.