Finding The Right People For Graduate Vacancies

A CV offers an overview of the applicant’s ability to meet the technical demands of a job and often this is the main criteria used to determine their suitability. But a host of more complex questions needs to be asked to decide with any conviction whether the candidate will be able to deliver.

It’s a straightforward process to decide whether someone is capable of delivering the desired results. They have demonstrable experience on graduate jobs or can show they have transferable skills that will lead to their success. Sadly, applicants who appear to have all the qualities required to do well in a graduate role, for any number of reasons often fall short.

Target levels have to be reached consistently in graduate jobs and this requires sustained motivation. The most charismatic and natural sales person still needs to maintain discipline if they are to succeed. In other words if they get bored quickly they may under perform. Motivation can also be effected by a number of invisible factors. An otherwise good candidate may fail to do well if they are facing health issues, bereavement or divorce or other possibly dramatic changes in their life.

History has a habit of repeating itself. This is a basic rule to remember when recruiting. If a person’s history reveals they have worked in several sales roles but never stayed longer than a couple of years in each of those positions you can pretty much guarantee that in another 2 years they will again be looking to move on. So the question for you to consider is whether a commitment of 2 years is enough to justify giving them the job.

Finding the right people to fill graduate vacancies is made even more difficult if you yourself lack experience in sales jobs. You may be an expert in your field, possibly used your knowledge to set up business. Now you’re ready to expand and need someone who can sell your service or product. There are countless graduate people who are gregarious, persuasive and outgoing but many are sweet talkers who can’t back up their hot air with any real substance. So to make the right choice you need to stick to some sound principles.

Create a shopping list for yourself. What sort of basic experience would you like your employee to have? What traits are desirable? What achievements are required and within what time frame? Keep this list to hand when looking for evidence that candidate meet your requirements. Keep in mind that past behaviours and traits can predict quite accurately their future behaviour. Also look at past events that show how capable an applicant may or may not be and give you an idea of their personal and behavioural traits. Consider how they’ve made past decisions as in the future this will be consistent. How do they react to pressure? Do they give up at the first hurdle or get on with the task no matter what? Is honesty a strong point or are they more likely to embellish details that under scrutiny can’t be supported? Have they consistently met past goals? A history of winning ways and behaviours bodes well for future results in graduate jobs. Applicants for graduate vacancies tend to reflect what you’ve asked for so be sure of what you want when writing your advert – use your list as its basis.

By: Seb Bult

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John Bult runs an internet jobs board advertising graduate vacancies in the UK