Graduate Programs

(continued)

Preparatory Programs

One of the most crucial questions you have to ask yourself before creating your own graduate-program is - why do you need it? The process of recruiting, communicational strategy, assessment system, integration procedure and many other things will depend on it.

Today there exist several variants of more or less systematic co-operation with students and graduates. Actually we don't take into consideration unsystematic approach like "oh yeah, we sometimes deal with graduates". Each company has similar experience but until it turned into a strict system, it's impossible to make a bid for it.

To Everyone's Taste

Some programs are very expensive, ambitious or time-taking, therefore not every organization can afford them. These programs aim at searching for the most talented guys of the country and preparing company's top managers in such a way. In this case the hunting process has a vast geography, wide range of activities, large-scale communicational campaign, enormous cash expenses, requires time and effort for recruiting the best talents. The average number of such employees is 15-20 people per year. Then comes a long preparatory period which as a rule lasts for two years: young people work and carry out projects in different departments of the company - from marketing (the most long-term period) to logistics.

A special preparatory program is worked out for them, the most favourable conditions are created for their development - in general, at this stage an organization invests good money into each employee's training. The dimension of the task is impressive, but the effect - a top manager prepared by this program and millions of dollars he earns for his company- is also considerable. This practice is most widespread in big international FMCG-companies.

Of course, such programs take a lot of time and effort. However, sometimes it's necessary to "bring up" not only top managers from those young candidates amidst an organization. Rather often we face the problem of gaps at the middle management and skilled specialists levels. And this is a very important backbone of every company. That's why there are special graduate programs aimed at solving this difficulties.

In this case we also observe extensive selection and vast communication among young people, but since the requirements are not so high it's easier to find even more candidates. Besides, this recruitment initiative may be held several times a year. After coming to an organization former or present students usually don't plunge into work at once, they still appear to be a detached group. A special preparatory program is worked out, combining usual educational formats - these are lections, trainings, and practical training sessions - with carrying out some work projects.

Graduate programs usually last from six month to one year, though the candidate's full integration into production process of a particular destination department after training takes much more time. Actually, by the moment of finishing the program, which may be accompanied by a special examination, a person already has a portfolio of accomplished tasks and projects.

Very often companies use the so-called probation-training course, which is similar to the previous variant but lasts only for two-three months as a rule (frequently during summer holidays). However nobody is promised immediate career or promotion. It's rather a preparation for working process and business adaptation supervised by HR department, which not only arranges various educational events but is also responsible for accomplishing a particular project within the frameworks of a probation-training course.
By the way, this variant is used for temporary students training courses as well, when they are given possibilities to have an insight into the company's business activity and then, after graduation, join the team. According to the results of such training many (but not all) students receive an invitation to work in that company. Many different organizations - telecommunication, financial, etc have similar programs.
Very close to the above mentioned but not so systematically controlled by an HR department is the format of summer practical training. As a rule, students and graduates come to a company to carry out a particular project or to hold initial posts during their practical training or summer holidays. In such a way students get small experience and a record in CV and a company gets cheap (and sometimes even free) labour force for executing duties which don't require much skills and qualification.

The next type of program is virtually mass selection of personnel among university students. The common situation is as follows: a company has numerous vacancies of entry level which should be filled with more or less adequate and active people. There are no promises concerning future promotions, minimum educational programs are observed, but rotation is exceeding. Somebody will stay of course, but for the most part employees gain experience and quit to make a career in some other organization.
However, due to these programs many students and graduates get useful knowledge (especially if in a good company), a record in CV, "battle training" and understanding that business is business. This system is widely spread in retail banking, marketing departments and call-centres of different organizations as well.

Sometimes even two or three programs may be run simultaneously. What seems the most important is the realization of differences in programs' tasks and objectives and understanding of their necessity.
In short, having correct approach, well-defined communicational strategies and what's even more important, systematic activity aimed at brand popularization among students you company will certainly be successful. So try and choose your own strategy in dealing with such a valuable source of young creative specialists and you certainly won't regret.

Back to the beginning of the article

Disclaimer:
GetJob accepts no liability for the accuracy of any advice given anywhere within this website.
Please seek further professional advice before using any information contained within this website.

Article Reprints:
If you have an interest in reprinting articles, please review our reprint guidelines.