HOW EMPLOYERS CAN FIND THE PERFECT FIT IN NEW GRADUATES
SOCIAL media is full of pictures of proud graduates, degree in hand and ready to embark on the next stage in their lives – searching for their first job and building a career of their dreams.
Unfortunately, too many of them will soon face the realities of the job market. With a sluggish economy, a volatile political environment and the high risk inherent in making a new appointment, many employers choose to play it safe rather than recruit an unknown prospect.
But there is a way for businesses – from consultancies, small enterprises and start-ups to big companies and even multinationals – to take the gamble out of appointing new graduates, an expert advises.
Nola Payne, the head of Faculty: Information and Communications Technology at The Independent Institute of Education, one of South Africa’s largest private higher education institution, says: “It is understandable that employers are hesitant to appoint graduates fresh out of university with little or no work experience, given the current constraints we face.
“But the benefit to a business of appointing someone fresh out of higher education, who has a solid understanding of a specific industry and the most recent industry trends and developments, who also has the ability to implement what they have learnt in the real world of work, should not be underestimated.
“Growth does not happen without appointing the best people to make it happen, and young recruits are uniquely positioned to bring fresh insights and opportunities to a business,” she said.
However, Payne says that it will require many employers to review their approach to recruitment to ensure that they are not stuck in outdated ways of doing things, which may be the reason for their inability to find the candidates that their business really need.
“Just as we advise prospective students to investigate their options thoroughly before settling on a qualification and an institution, we also advise companies to do their homework thoroughly to determine which institutions are likely to produce graduates who are work-ready, who bring more than theoretical knowledge to the table and who are ready to make a contribution from the very first day on the job.”
She said the best way to do it is for employers to first determine to what degree an institution, whether it be a public or a private one, invests in the work-readiness of graduates beyond mere academics.
Additionally, a good indicator would be if an institution and a qualification are closely linked to its related industry.
To determine this, there are a number of questions employers can ask. They include:
- Have lecturers been standing in the front of a class for the past 30 years or are they still active in the industry?
- Is the curriculum of a specific qualification aligned to current best practice in an industry?
- Does it incorporate work-integrated learning and is it career-focused, rather than just theory-intensive?
- Do students get real-life work experience as part of their studies, with real-life challenges to solve?
- Do they leave the institution of higher learning with a portfolio of evidence?
- Does the institution ensure that all graduates are not only equipped for their industry, but also with the soft skills they will require when venturing into the workplace?
- Does an institution develop the student’s ability to solve problems creatively and continue learning, rather than simply closing the book after their initial three to fours years of study?
“The higher education sector has changed dramatically over the past decade, and as recently confirmed by the High Court, a registered and accredited qualification from a registered and accredited private institution is at the very least on par with one attained at a public university.
“So one has to go beyond what the papers say, and determine from where the most capable and empowered graduates are emanating in 2019. This takes time, but the initial investment of speaking to and even partnering with quality institutions of higher learning, beyond the traditional focus on a handful of public universities, has the potential to pay off well into the future for companies seeking to grow well into the future.
“The most important thing is to find candidates who have demonstrated that they will and want to continue growing. Employers must not simply appoint graduates to complete tasks. They must look for people who they can see sticking around for five years or more, who can help them grow their business beyond what is currently envisioned,” concludes Payne.
