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Attracting and retaining Young Talent is key to the success of many organisations, and the recruitment of Young Graduates remains an important pillar in their HR strategies. Hudson’s R&D team has conducted research into how the recruitment of Young Graduates is handled today. What needs and challenges do organisations face when recruiting Young Graduates? Are there specific differences between sectors, profiles, etc.? What HR tools best support HR professionals when recruiting Young Graduates?
60% of the organisations that participated in our survey said that they specifically aim to recruit Young Graduates and hire an average of 6 or 7 Young Graduates yearly.
Selection processes for Young Graduates have an average turnaround time of three months. During such processes, a wide range of HR tools are used: personality questionnaires, reasoning tests, simulation exercises, etc. These tools have proven to make selection processes more reliable, and they allow the HRDs involved to make efficiency gains (e.g. shortlisting applicants).
90% of the organisations that hire Young Graduates use specific training programmes for the onboarding, training & follow-up of Young Graduates. Moreover, these Young Graduates are guided (by a coach, mentor, HR, business leader, etc.) more intensively than other new hires.
Organisations invest in new talent through Young Graduate programmes for many reasons. For example, 14% of organisations hire Young Graduates with a view to preparing them for future management, while 27% expect newly recruited Young Graduates to bring new ideas into the business. However, the most often given reason (41%) is that organisations want their Young Graduates to fit in and learn the job.
Our extensive research shows that, regardless of organisational or job-related elements, successful Young Graduates distinguish themselves in four key domains that remain relevant throughout the entire Young Graduate life cycle. Hudson Research & Development has further specified these key elements for both Master- and Bachelor-level graduates.
1. Think: Offering innovative and original ideas that do not stem from existing processes and finding less evident models or original combinations.
2. Act: Efficiently assessing and managing time as well as material, human and financial resources, including regular follow-ups and corrective interventions in accordance with the objectives to be reached.
3. Connect: Establishing and maintaining formal and informal relationships within and outside the organization, with peers and across various organizational levels.
4. Engage: Fully dedicating oneself to one's work by always giving the best of oneself and by striving for quality. Showing perseverance even when confronted with frustration, opposition, pressure or the need for attention to detail.
To allow the potential of Young Graduates to be assessed quickly, Hudson has developed an easy‑to‑use online assessment that provides greater insight into the four key domains identified by our research.
Young Graduates are asked to complete both an online personality questionnaire and an abstract reasoning test. The results are automatically integrated in a report and linked to the four key elements:
Different versions of the Young Graduates report can be generated depending on the context in which it is to be used (selection, coaching or development process). For example, interview questions that provide support during an interview, advice pointers for those who will coach Young Graduates or development tips for Young Graduates to facilitate their smoother onboarding and self-reflection can all be generated automatically.
The Young Graduate tests and reports are available in four languages (Dutch, English, French and German) at both Master and Bachelor level. Demos are available on request.
All tests and reports can be purchased and easily used in-house by your HR Team and therefore can substantially reduce your HR department's workload. The results are generated automatically and can quickly provide more reliable insights than can be obtained through extra interviews.
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