How to Help Your Graduates Make the ‘Classroom to Boardroom’ Transition

Gillian Skelton, General Manager of Lee Hecht Harrison (LHH) in Northern Ireland, offers advice on how graduates can make their transition into the workplace. 

Following last week’s A level results, latest reports have shown that once again students in Northern Ireland have significantly outperformed their UK counterparts, with 1 in 3 pupils earning an A* or A grades in their exams. 

Encouragingly, the number of students who have been able to secure a place in their first choice of university course has also increased by 2% compared to figures last year.

This brings to light the clear pool of academic talent readily available to employers in Northern Ireland, who are looking to recruit a number of new graduates into their workforce. According to statistics released by the Association of Graduate Recruiters (AGR), the UK will experience an impressive 17% growth in the number of graduate schemes in 2014.

However, many organisations often overlook the overwhelming pressures facing graduates who are arguably making one of the biggest career transitions in their lives, from full-time education to full-time employment.

It is the responsibility of the employer to put measures in place that will ensure the graduates receive the correct career support and guidance in workplace, not only for continued professional development but also to add maximum value to the business.

1. Be transparent. It is important to clearly define what is expected of the new recruit and the role they will play within the wider team. Establishing transparency will help to encourage open communication within the workforce, allowing the graduate to develop but also to ask for help when required.
   
   
2. Set out achievable objectives. Something as simple as developing a strategy and key objectives can go a long way in terms of encouraging a graduate to maintain focus and work towards an end goal, whilst avoiding confusion in times of heavy workloads within a multi-level organisation.
   
   
3. Invest time. Give graduates a morale boost by dedicating an appropriate amount of one-on-one time to help guide them through any concerns they may have and also to review their performance. At first, try to set aside one meeting each week to discuss the candidates progress then ease to 30 - 90 day interludes.
   
   
4. Provide a company handbook. A company handbook is a particularly useful resource for graduates, and indeed any employee new to the business, who can refer back to it in their own time to familiarise themselves with various company culture, practice and policies, such as sick leave or dress code.
   
   
5. Integrate them fully. Make sure the rest of the organisation is notified of the upcoming graduate intake ahead of the start date. Encourage them to formally introduce themselves and explain what their role is within the business at an early stage. This will help to provide a welcoming atmosphere and hopefully be the first steps of a positive working relationship.

At LHH we can provide our clients with access to online Career Development Portals and Assessment Toolkits to help you manage workforce engagement and productivity. These resources can be accessed from anywhere, at any time and is a cost-effective way to support large or small employee populations with career development.

For more information please contact us on: 0845 456 2269