Benefits of recruiting Graduates

Benefits of recruiting Graduates

At the end of the 2014/15 academic year, there were just over 1.5 million Graduates, all looking for jobs. Each of them – ready to get down to work, and start building a career for themselves.

Recruiting Graduates is bigger than ever!

A Graduate Programme is a way of bridging the gap between academic and working life – recruiting Graduates who have shown academic ability, but have little to no experience of working life.

Implementing a Graduate Programme into your business could be a smart move for the future. However, like most things, it comes at a cost. Because of this, you’ll need a robust case to prove the Return on Investment (ROI), and the true value of recruiting Graduates.

Here are some situations in which recruiting Graduates might generate a good ROI.

See More: Are you thinking about Recruiting Grads? Click here to find out what Cohesion can do for you!

– When your business is looking for cost reduction

Who isn’t looking to do more with less these days? Reducing everyday costs is a reality for many UK businesses, and can often put a lot of pressure on Managers and HR teams to come up with new ways of working. Considering the workforce is the most sizeable investment a Company can make, Graduates may be able to make a massive impact. Think about it; instead of continuously recruiting experienced and costly Sales Execs – why not introduce a Graduate Sales Scheme?

With the right level of training and support, you can expect to receive the same high-standard of work as an experience employee. And, potentially, you can develop a recruitment channel at a fraction of the experienced-hire cost.

– When your business is facing future skill gaps

Some industries, such as Construction, suffer from an ageing workforce. Unless you take action, there is always potential for this gap to increase and, at some point, you can find yourself left behind. This can leave a company with a massive skills shortage in the future. Recruiting Graduates brings fresh talent into the Industry – filling the skills gap that you might have been facing.

– When your business is embracing new technology

Technology has improved by leaps and bounds over the past decade, and will continue to improve indefinitely. Graduates, being of the younger generation, are more accustomed to using new and up-to-date technology. Technology = efficiency. So, by one degree of separation: Graduates should = efficiency.

– When your business needs young, innovative thinking

Graduate have the most recent theoretical knowledge, and nothing to lose by speaking their minds. Because of this, they aren’t afraid to questions processes, and maybe even suggest doing things another way. So, if you’re suffering from long-tenure, and an unwillingness to change and adapt – a Graduate Programme could be extremely beneficial to your Company.

Like most things, there are a lot of costs associated with running a Graduate Programme. And, as well as this, there are a lot of opportunities for things to go wrong. However, with careful planning, appropriate recruitment processes, and sufficient investment – a Graduate programme can be extremely beneficial for you, and for the future of your Company. A well-planned Graduate Programme could produce a Return on Investment that is greater than you could have ever imagined. All it takes is that initial investment.

So, why wouldn’t you have your own Graduate Programme? Comment below to let us know any issues you have faced with yours, or anything that is putting you off running your own – we’d love to know!

Future-Proofing Graduate Recruitment

Nowadays, it’s not always enough to offer candidates a good benefits package. What candidates want is so much more than just money – money doesn’t make you happy in your job role. What makes a candidate happy in their job role is the people around them – the Employee Culture. And, with the rise of the Internet, candidates don’t need to come to an interview to know about the Employee Culture. This is where Glassdoor comes in.

If you’re not familiar with Glassdoor – here’s an Infographic, outlining 5 key reasons why you need to be using it as a recruitment tool.

Own your Glassdoor account – own your recruitment.


talent attraction strategy

What is a Talent Attraction Strategy?

Talent attraction strategies are a hot topic right now, since demand for talent is higher than ever – and companies are reinventing their outreach to recruit and retain the right talent for their organisation.

Job seekers, passive or active, are motivated by various different factors and it’s up to businesses to understand their incentives to create an effective talent attraction strategy. This should not only entice candidates to apply but encourage them to actively engage in the recruitment process and if successful, become a long-term employee.


Download our e-book for more tips on running the best recruitment campaign ever!

Salary, work environment and location are all different factors individuals generally consider when they are looking for a new role or are approached about a new opportunity. Could you use this information to create an efficient talent attraction strategy?


      • 59% of candidates in the job market search for opportunities online – Indeed is the number one source of external hires for thousands of companies.
      • 68% of the Labour force in the UK are actively searching or are open to a new job
      • 65% of people worldwide search for new job opportunities within 91 days of being hired


Recruiters might actively search for candidates who meet their requirements, however, from a recent survey conducted it has been found that candidates are increasingly confident in opportunities and roles they have found themselves.

76% are more successful when they have found their own role due to their own motivations and interest in working for the company.

talent attraction


Maslow’s Hierarchy of Needs is often referred to as a motivational theory for existing employees, but what if we applied this to potential applicants?


If a business caters to the physiological needs through a pay rate which enables an individual to pay bills, provide food and shelter for their family, a job opportunity becomes a viable option for a candidate.


But what if we built upon this basic need? Most potential applicants are enticed by job opportunities which reflect clear career progression, as this demonstrates a level of job security.

As a candidate applying for a vacancy, it’s comforting to know that you are an investment for the company you are applying for and thus, if you perform well and business needs permit, there’s a chance you could be promoted.


Building a strong work-life balance is critical for many employees. Maslow’s third need is social – if successful in the recruitment process, will applicants be working at hours which are suitable for their personal commitments?


The next thing for applicants to consider is whether they would enjoy the role: does their past experience reflect the requirements for this job?

If so, will this opportunity give them the professional confidence to feel motivated and happy in their role but also, a platform for further development?


And finally, understanding the way in which your job vacancy can help potential candidates to achieve their hopes and ambitions is important when submitting an application form.

This has been reviewed to be the most important factor for consideration – particularly important and relevant for long-standing employees.



Understanding the five key elements of talent attraction is great – but how will you use this to create a complete attraction strategy to ensure you can reach, engage and retain talent for your organisation?

Are you thinking about attracting talent for your business? Click here to find out how Cohesion can help you.