Graduate recruitment and development is big business. Harnessing all that potential and getting the most from it is a big job and so attracting the best of the best is a very competitive activity.
The number of graduates hired by organisations featured in The Times Top 100 Graduate Employers rose by 7.9% in 2014, compared with recruitment in 2013, the largest annual rise in graduate recruitment for four years.
They don’t come cheap either, graduate starting salaries at the UK’s leading graduate employers are expected to increase for the second year running in 2015, reaching a median of £30,000 for the first time.
More than a quarter of top graduate programmes will pay new recruits more than £35,000 when they start work and some organisations are offering salaries in excess of £45,000 to this year’s graduates.
Last-minute increases in employers’ recruitment targets and a sharp rise in the number of graduates turning down or reneging on job offers meant that more than 700 graduate positions were left unfilled last year.
So, with this furious flurry of attraction and recruitment activity, it is easy to get lost in the hype of “signing” talented Grads rather than look at the strategic journey of how they will grow and add value to your organisation.
One way of breaking down the system and process is to look at it from another angle. In football, Managers have become masters in identifying, developing and growing young players to be star performers of the future. It’s a system that relies on various factors and stages that can quite easily be applied to the world of work.
Without even knowing the exact strategies football clubs use there are a number of similarities if observed in a certain way.
I’ve defined the previous 10 steps into some more detail. As I’m using a metaphor to explain the stages you may need to pop on your creative head to make the links between football and business. If you make the connection and it makes since then that’s great, even if it was not what was going on in my head.
Here’s my way of looking at it is this… Imagine we are going to produce the next Pele! What would we have to do?
1. Attract Pele to your club rather than playing for someone else
2. Assess Pele before he signs to make sure he is the real deal regarding potential
3. Integrate Pele into the team making sure he knows his place and feels part of the club
4. Develop Pele so that each day he improves skills, knowledge, judgement and attitude
5. Engage Pele in club activities and communities that are not on the day to day playing field
6. Test Pele in many different ways to accurately gauge performance and further potential
7. Reward Pele on metrics that really mean something to him and the club
8. Transition Pele so that he keeps moving forward and has a clear sense of direction at the club
9. Re-deploy Pele so he can gain valuable experience and add value to other teams
10. Loan Pele – to the highest bidder. A bit radical and controversial in business but why not make a profit on your talent?!
What about number 10?
If businesses were more open with their talent management strategies and the players they have in the business we could have a win-win talent management transfer market.
I believe there is a big opportunity for organisations to transfer their talent when they know they have something really special that would be very attractive to another business. Obviously, there would need to be some golden rules such as don’t loan to a competitor and make sure the player / person involved is more than happy for the “loan transfer” to go through.
Good luck in finding and attracting the best young players to your club. You never know, the next CV you read just might be the Pele of the corporate world!
Blog designed and written by Jason Stevens, Director of Ican Development – www.icandevelopment.co.uk
Facts sourced from:
(2015 Graduate Survey)
This blog also features an an article in Q3 2015 edition of the FREE quarterly Training Magazine Europe.
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