So what do you need to analyse?
The organisationIt is difficult, if not impossible, to categorise the various organisations you could potentially work for. The complexity of graduate recruitment means that this particular job market can offer a massively wide range of employment opportunities across a number of public and private sectors.
Many organisations do look pretty similar and seem to offer much the same thing. But some clever investigation will unearth very different cultures and values. Find out what organisation would best suit you.
Ask questions like:
- Would you prefer working for multinational or an SME?
- What's is the salary and benefits package?
- Do you like the part of the country you'll be working in?
- Is it easy to get to work every day?
- How does the company compare to its competitors?
- Is the business performing well and are there opportunities for growth?
The culture within a particular organisation refers to the pattern of beliefs, attitudes and behaviours which influence how people work together. In many respects then, culture is one of the most important factors you need to consider when choosing an employer.
Culture is a very powerful force at work inside organisations, something deliberately cultivated and passed on to incoming employees. A great deal of the selection process is intended to ensure you will fit in with and maintain the existing culture.
Your task is to cut through the rhetoric and the gloss to find out the true nature of the organisation you are thinking of joining. It is worth finding out as much as you can about culture.
Many graduates end up very disappointed and unhappy in their first jobs. In many cases, there is a clear clash between their personal values and approach to work and those of the company they have joined.
The climate
This does not mean the weather but refers to how existing employees feel about the culture that has been created in their department or team. It has been defined as a relatively persistent set of perceptions held by organisation members concerning the characteristics and quality of an organisational culture. Such perceptions can be measured for example by opinion surveys. The concept of climate invites you to ask questions about the prevailing atmosphere surrounding an organisation, to the level of morale, the strength of feelings, care and goodwill among members.
Training and development
If you have decided to join a profession where you need to gain extra professional qualifications in order to progress, such as engineering or accountancy, then you need to know that an employer will train and support you as well giving you the appropriate experience leading and managing groups of people. Make sure your company gets it right for you.
Ask specific questions like:
1. Is it for you? Are the qualifications and training specific to your job and designed with graduates in mind? You may have lots of academic experience and work experience from your saturday job in Asda, but your new job will require other skills.
2. Does it use the best resources? Training is only as good as the trainers who deliver it. Have they first-hand and up-to-date experience of the subject as well as the training techniques to deliver it?
3. How will you practice and improve? Ask your potential employer how you will learn and how steep the learning will be.
4. Is it ongoing? Any training course should be part of a development programme. If the benefits are to be permanent there must be follow-up courses, practice, coaching and support.
5. A good training programme must be memorable, interactive and enjoyable. It has to create the right climate of trust and the confidence so you get the opportunity to learn new skills.
Work and life balance
Organisations are increasingly aware of the business case for work-life balance. A work-life policy that respects individual, customer and organisational needs can be beneficial to all. After university you'll be spending most of your time at work, so working for a company that has a decent work-life policy is important.
Think about your priorities and ask probing questions concerning:
- The hours of work
- Annual leave entitlement
- Flexible working patterns
- Flexible benefits packages
- Dress codes
- Social life
- Is the work enjoyable as well as challenging?
- Does the organisation value Corporate Social Responsibility (CSR)?
You should make an effort to meet as many members of staff during the recruitment process as possible. This may start at a careers fair or presentation and end when you are invited for an interview and can visit where they work.
The employees you meet at certain events will be representatives or ambassadors of their companies, so back your instincts. Try and build a rapport with staff at various levels of the organisation and see if you get similar or inconsistent messages from each one. Ask yourself if you can imagine yourself working with them. Your best approach is try and chat to recent graduates at the company, as they will probably give you the best insight into the company.
No comments:
Post a Comment