Since March through May is a heavy recruitment time for summer internships and graduate positions, just about every second student coming into our office is asking for advice on interviews. Louise has written an excellent blog on this earlier in the month, and I thought I would just add a few additional tips. Just as […]

Looking for an internship or graduate role at the end of the year? Then you’ll need to be clued up about what employers are looking for when recruiting. Do you have business acumen? Are you commercially aware? Do you even know what these terms mean? In all of our discussions with employers, time and time […]

It’s that time of year when the Careers team are catching up with employers and looking at recruitment trends for 2014. This morning, Ida and I went to pay a visit to the Ministry of Business, Innovation & Employment to learn more about the Procurement Graduate Programme currently being advertised on CareerHub. Procurement? What kind of […]

It’s nearly October and end of term will be here before you know it!  Already students are starting to enquire about summer work or how to get a graduate job.  Many of you will have already heard the job hunting mantra….. Network, Network, Network!  Networking is important in the best of times, but in a […]

Last night I attended a graduate recruitment presentation by the Treasury.  The representatives of the Treasury kept emphasising how much they enjoyed the culture of the organisation. They felt that a key advantage to working there was that it did not feel at all hierarchical.  All views were valued, even those of newly appointed graduates.  Despite being ‘newbies’ on the team, graduates were included in discussions with senior executives and asked for their opinions.

This aspect of corporate culture has been a very common theme throughout all the employer presentations held this month – and there were many!  What distinguishes one firm from another, particularly where many things seem similar such as being leaders in their industry, offering a multinational environment, excellent professional development opportunities etc?  Often the best fit between company and employee comes down to culture.  Does the culture of the organisation fit comfortably with you?  Does it stimulate and excite you and make you want to get up in the morning to go to work?

If you are fortunate enough to get more than one job offer, checking out the company’s corporate culture before accepting an offer could make a huge difference to both your career satisfaction and your career prospects.  In searching for some information about workplace culture, I came across a report by the Wall Street Journal on work culture which was posted on the CAREEREALISM site.  The report indicated that there were four types of workplace culture:  hierarchical, dependable, enterprising and social.

1. Hierarchical
As the term implies, this workplace culture is highly structured and rigid. A prime example would be the defence force or academia. If you are prepared to accept this work culture, and conform to it, hierarchical could be advantageous for certain personality types.

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Applying for Graduate Recruitment Programme positions and internships has long been a feature of preparing for life after university.  Navigating a path through the process to a successful outcome is a rigorous test of organisation, motivation and stamina. You will be aiming for the high grades that most graduate recruiters expect, as well as attending career expos, employer presentations, career development workshops, and preparing applications for graduate jobs and internships; you may also be in part-time paid work as well as working as a volunteer. It will be an exhausting schedule at times but the prize could be a well-deserved graduate position or internship.

It’s an intensively busy time too for employers, as they set up recruitment and selection processes designed to identify exceptional candidates for their organisation; individuals who will meet their needs, display motivation and adapt to their business culture and values.  The supervision and professional development of new graduate recruits, usually takes around two years; that’s two years before the employer sees a financial return on their investment in each recruit. Robust selection processes comprehensively and objectively assess each candidate to minimise this investment risk.

Naturally not everyone will be offered a place on a graduate programme, but everyone who takes the time to engage with the graduate recruitment will be better-prepared for future job application and selection processes.  So what should you do to win the graduate recruitment game? Here are my 12 tips:

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Are you sounding sincere, or desperate? Or are you merely dumping information? Most candidates: – sells what they have: their qualifications, academic achievements, experience, skills, knowledge… thinking that the more of these qualities they own, the better they are. BUT… Employers: – already have all this information on a candidate’s CV/Resume. They need something else […]