{"id":3615,"date":"2022-03-09T15:38:49","date_gmt":"2022-03-09T15:38:49","guid":{"rendered":"https:\/\/michaelleander.me\/?p=3615"},"modified":"2022-03-09T15:38:50","modified_gmt":"2022-03-09T15:38:50","slug":"how-to-keep-graduate-recruits-motivated","status":"publish","type":"post","link":"https:\/\/michaelleander.me\/how-to-keep-graduate-recruits-motivated\/","title":{"rendered":"Keeping Graduate Recruits Motivated And Hungry For Success: A Guide For Business Managers"},"content":{"rendered":"\n
Leaving the university bubble and entering the big wide world of full-time professional work is a major adjustment for young graduates. <\/p>\n\n\n\n
They may be as young as 21 years old, and their position with your company could be their first ever full-time job. <\/p>\n\n\n\n
It\u2019s a manager\u2019s duty to provide lots of support and encouragement to recent graduates and oversee the onboarding process to ensure they settle in smoothly and feel at home working in your organisation. <\/p>\n\n\n\n
To give you some valuable advice, we\u2019ve come up with a piece on how you can keep graduate recruits motivated and hungry for success as business managers in 2022. Carry on reading to discover more.\u00a0<\/p>\n\n\n\n
Before a graduate begins day one working with your company, they must be clear about what your company\u2019s culture, vision, and expectations of employees consist of. <\/p>\n\n\n\n
It should be company policy to discuss your organisation\u2019s values during the interview process and assess the candidate\u2019s responses to try and get the most suitable candidate for the role.\u00a0<\/p>\n\n\n\n
Together with your colleagues in HR, consider whether you believe the applicant\u2019s personal values align with those of the company.<\/p>\n\n\n\n
Nowadays, this is known as a candidate being a good \u2018cultural fit\u2019<\/a> for a vacancy. <\/p>\n\n\n\n For instance, if you\u2019re conducting an interview and you make it clear you\u2019re after staff who are team players, and the interviewee provides several examples of how they\u2019ve used teamwork to complete tasks with others in the past successfully, this is a perfect cultural fit.\u00a0<\/p>\n\n\n\n Like any member of staff, graduates tend to react positively and work harder when they are provided with incentives and perks at work. <\/p>\n\n\n\n In the interview and onboarding process, let them know about any performance-based rewards they can enjoy if they prove they are able to deliver exceptional results. <\/p>\n\n\n\n The company director may decide to offer financial bonuses every month, vouchers for popular stores, concert tickets, or any type of reward for outstanding performance.<\/p>\n\n\n\n There should be other non-performance related staff \u2018perks\u2019 that grasp the eye of graduate recruits and make them more interested in applying for roles in your company. <\/p>\n\n\n\n For instance, a free work smartphone mobile may sound like something relatively minor, but having the latest technology at their fingertips free of charge can be attractive for young \u2018digital native\u2019 grads in 2022. <\/p>\n\n\n\n There are many benefits to getting SIM-only deals that you can cancel at any time for the company mobiles you provide to your employees. <\/p>\n\n\n\n For instance, Lebara\u2019s SIM-only plans have excellent, reliable signal coverage since they can run on award-winning networks such as Vodafone. <\/p>\n\n\n\nProvide Staff \u2018Perks\u2019 And Rewards To Attract Young Recruits<\/strong><\/h2>\n\n\n\n