Entries in Talent (4)

Tuesday
Mar312009

Creative graduate induction

DateMarch 31, 2009 by AuthorLucy Neale in CommentPLEASE COMMENT

On Friday Jill and I ran a showcase session at the AGR conference held in London. The overall topic of the conference was A Tough Guide to Graduate Development and explored how to continue to develop graduates in the current climate.

We ran a showcase with our client which explored how we run a creative induction programme that as well as introducing them to the company and its values, helps them make a swift transition from university to work and make a valuable contribution quickly in the business.

Rather than do a PowerPoint we asked the audience to get involved by asking questions of either the client or the graduates who had attended. We also answered questions from our perspective of delivering the programme.

Three things struck me after the session: firstly how well received the style of the showcase was - lots of engagement and discussion; Secondly, the passion and enthusiasm that the graduates brought with them really shone out and they were both a credit to their company as well as the programme; And thirdly, how many companies still see an induction programme as a way of just telling graduates the rules rather than letting them really find out about the company - its vision, objectives, values and challenges.

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Friday
May232008

Graduate development master class

DateMay 23, 2008 by AuthorInteraction in CommentPLEASE COMMENT

We are really pleased to have been invited to talk at this AGR master class on ‘Engaging line managers in graduate development’ on Friday 30 May in London.
The reason we’re so pleased is that it is a topic that is close to our heart! We all feel very strongly about the importance of supporting all development programmes and in particular those of graduates. The reason for this is that there is strong evidence linking the success of graduate programmes with the level of line manager support. However, what we know is that there is often a mismatch between the level of support given and the level required. This can make the difference between a graduate staying (and delivering good return on investment) or leaving.
I have personal experience of this having joined a graduate scheme only to leave 18 months later because the training and development did not meet what I expected and my line managers did not offer me the support I needed.
So our session will give us the chance to explore the challenges line managers face in supporting graduates. We’ll draw on our work with a range of organisations to share how to win line managers’ engagement, commitment, and active support. Hope to see you there.

visit us at www.interaction-ld.com

 

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Friday
May022008

Graduate Needs

DateMay 2, 2008 by AuthorJill Pennington in CommentPLEASE COMMENT

Whilst reading Training Zone I came across an interesting bit of news relating to some research by Accenture. It had found that nearly half of graduates think formal training is an important factor when looking for a job. Not too surprising perhaps.

What was more interesting was that 46% believed mentoring and coaching to be an important factor. Not only does it confirm that this generation of graduates are seeking different support within jobs, but it is also a reminder to employers that it is important to have the right coaching and mentoring skills available.

 

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Wednesday
Mar192008

Focus on graduates

DateMarch 19, 2008 by AuthorLucy Neale in CommentPLEASE COMMENT

It’s the time of year when students have finals in their sights and are preparing for the world of work. In light of the current market instability, you’d think it would be a frightening time for graduates entering the job market. Yet the latest research from the Associate of Graduate Recruiters (AGR) suggests that despite this, the level of graduate vacancies is predicted to rise for the fifth year running. The reason for this is that graduates are becoming increasingly selective in the jobs they accept and employers don’t always find enough graduates with the right skills. This is why increasingly employers are looking overseas to fill their graduate programmes.
I think it’s a really interesting time for graduate recruitment and development and our graduate work has shown us that personal development is high on the list for graduates when identifying potential employers.
If you’re interested, there’s a one-day conference that we’re going to that looks at how to attract and develop graduate talent. It’s being run by AGR on April 14 in London and is called ‘Delivering the Promise’.

 

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