Graduate trainee recruitment could be pretty exciting. This is mainly because you get a chance to interact with and assess fresh talents who are just starting their respective careers. These trainees mostly come with new and innovative ideas, and you look forward to hiring the most brilliant among them so that they can transfer their ideas and create viable solutions for your business. Every organisation’s primary goal is to recruit the brightest talents to help their teams thrive and succeed. It’s still the most common for recruiters to put their efforts into sourcing experienced talents. However, more and more focus is on targeting fresh graduates. Targeting this group is highly beneficial as they bring new perspectives and skills. Nevertheless, graduate recruitment comes with its challenges. When you consider your efforts, you realise that you need to find a way to hire the right candidates. In this deck, you’ll learn 1. What differentiates a graduate trainee from an intern 2. Basic steps in developing a workable recruitment plan 3. Benefits attached to having a functioning graduate trainee programme. 4. The best source for recruiting graduate trainees in Nigeria

1. HowTo RecruitThe Best GraduateTrainee In Nigeria
Attracting and GroomingYoungTalent for Organisational Success

2. FACTSON
GRADUATE
TRAINEE
PROGRAMMESIN
NIGERIA…
76%
of employers report their
plans to continue
searching for new talent
through the graduate
trainee programme.

3. WHOISA
GRADUATE
TRAINEE?
Agraduatetraineeisahigh-potential talentwhoisbeing
trainedregardingmanagementandworkingunderthe
supervisionofasenioremployee.
Graduatetrainees'responsibilitiesdependontheirindustry,but
aseniorstaffmembergenerallyguidesthemastheylearn,
train,andattendmeetings.
Agraduatetraineeistrainedinalltheaspectsofbusiness
management,andtheperiodforthistrainingmayvaryfrom
employertoemployer;someorganisationsmaygivetraining
foroneyear,andothersmaygiveitfortwoyears.
Download the guide: GraduateTrainee Programme –The Key ToThe Future OfYour Organisation

4. GraduateTrainee Programme Vs Internship
Graduate trainee programmes are brought
into effect by large corporations. They invest
thousands in recruiting graduates that have
demonstrated outstanding academic results
and have minimal to no working experience.
Graduate trainee programmes also bridge the
gap and impart skills to help candidates join
the organisation. In addition, they are a way
to fast-track leadership and growth in a
structured programme.
An internship is an opportunity to gain
experience in a relevant field while still
studying. An organisation often offer
internships to students from the first year to the
last year of varsity.
However, some internships are dependent on
qualifications. Notably, employment after the
internship is possible but not guaranteed.
VS
GraduateTrainee Internship

5. Attracting the
rightTalent
The
Application
process
The Interview
and/or
Assessment
Centres
The selection
process
The
Onboarding
process
GRADUATETRAINEERECRUITMENT
PROCESS
STEP 05
STEP 04
STEP 03
STEP 02
STEP 01 STEP 06
Background
check

6. STEP 1: Attracting the RightTalent
The very first stage of the process is getting your job vacancies out there in
a way that will reach graduate trainees and get them excited about what
you have to offer.
The younger generation tends to go about job search differently than more
experienced workers, so you must consider their habits and preferences.
Here are some ways to get your vacancies in front of graduate trainees:
01
• Decide what type of employer you are: employers are better, different, or pay more.
Then, determine where you fit amidst your competitors to allow you to focus your
communication.
• Review the content of your adverts: When graduate trainees read your vacancies,
they’ll quickly decide whether or not the role is for them.Consequently, it would be
best if you used appropriate language congruent with your offer.
Read more:Top Assessment Tools for Recruitment and Selection of GraduateTalent

7. STEP 2: The Application process
The interview stage will be new and very daunting for most young graduates.
If you want to enable them to perform to the best of their ability, try taking the
following steps:
02
• Online application form: As an employer of labour, the first process is
determining the right platform to host your job vacancy.You may require the
applicant to submit a resume, cover letter, NYSC discharge certificate and
academic transcript.This information determines their eligibility for the
programme and roles.
• Online assessment: Eligible applicants are then invited to complete an online
aptitude assessment.Tests will likely be multiple-choice or gamified scenarios
and are used to predict future performance.You can also include values testing
to ensure long-term engagement and satisfaction.

8. STEP 3: Interview and/or AssessmentCentres
After applications, there’s always an interview of some sort. However, with
tech advancements, most employers are offering alternatives to face-to-
face interviews, like via phone or video (skype) or pre-recorded video.
Below are some interview types that can be adopted:
03
• Online interview: A phone screen is a brief job interview that occurs over the
phone between a recruiter on a company’s talent acquisition team and a
graduate trainee. Usually, it lasts between 15 and 30 minutes. Its central role
is to determine if the candidate is a good fit for the position, and it is one of
the first steps in the hiring process. If deemed well-suited to the role, the
interviewee will then progress through to the remaining interview steps..
Click here: How to Design and Execute GraduateTrainee and ManagementTrainee Programmes that Deliver Top
Talent

9. STEP 3: Interview and/or AssessmentCentres
03
• Face-to-face interviews:These interviews (sometimes with a panel) are
usually the final step in the recruitment process!A meet and greet with the
selected candidates.The candidates must answer questions about their
skills and experiences and why they’re applying for that role with your
organisation.
• Assessment centres: Depending on the size of the program and the
number of roles on offer, you may use assessment centres to help manage
volume recruitment.Assessment centres usually involve group problem-
solving, speed interviews (1:1), and possibly a written component.The best
ACs will involve your potential manager and colleagues in the sessions, so
make a good impression.Assessment centres or assessment days are a
regular feature of the recruitment process for a graduate trainee.
Employers bring together a group of candidates to complete a series of
exercises, tests and interviews.These exercises evaluate a candidate’s
suitability for a graduate job within the organisation.

10. STEP 4:The selection process
The ideal scenario is that after all the planning, research, assessments
and interviews, standout individuals will be perfect for the roles in
question.
This selection stage is where recruiters and hiring managers gather to
review applications and assess performance against the requirements
of each role.
The recruiter collates and reviews all assessments to inform final
decision-making on the candidates most suited to the programmes.
The selection committee then decides based on the Assessments &
Interview stage outcomes and business needs.
04
Read more: GraduateTalent in Nigeria: Unpacking the Hidden Cost of Recruitment

11. STEP 5: Background check
Most businesses put much effort into ensuring that they portray high
standards. As a result, when the need arises to make a hire, they move
swiftly to ensure that they retain their standard.The irony is that all
employees and applicants add to business and security risks. Some of these
applicants can consequently pose a problem to your business, causing high
standards to fall.
One effective way to protect your business from potential employee issues
is to conduct a background check on applicants.A background check is a
scrutiny of an applicant's history based on specifications determined by a
prospective employer.
A background check usually coversAcademicQualificationVerification,
Previous EmploymentVerification,Guarantors/RefereesVerification,
AddressVerification, NYSC CertificateVerification, and Criminal Record
Verification.
05

12. STEP 6: The Onboarding Process
A detailed onboarding process will ensure the new hires go through proper
education on how to handle their roles adequately.
When you hire a recent graduate, the onboarding process will be slightly different
when compared to an employee who already has work experience.These
employees are making a massive transition from college to work, so you have to
help them handle it as smoothly as possible by doing the following:
06
• Provide All Needed Educational Materials: During the first stage of the onboarding
process, the new employees must learn about the organisation’s history, goals, and
culture.
• EncourageThem to Ask Questions: When recent graduate gets their first job, they
want to impress.Therefore, they will act like they understand everything, and that
attitude may lead to miscommunication.That’s why you must encourage questions
and lots of them!
Read more: How Hiring and Onboarding Impacts Employee Engagement & the Bottom Line

13. STEP 6: The Onboarding Process
06
• Implement a mentoring programme: Starting a new role is daunting at the best
of times, but it can be even more so for graduates. Providing a mentor for those
first few months can go a long way in helping new grads settle into the workplace,
giving them a person that can answer ‘dumb questions that they might not be
comfortable asking their direct manager. Mentorship can also encourage a sense of
community, helping welcome new team members. Finally, a familiar face can go a
long way in making a work environment more comfortable.
• Invest in video: Millennials are the video generation, with the average person
watching 1.5 hours of video daily. So, invest in creating an orientation video
covering your company’s history, current structure and culture, office instructions,
tips, and tricks for their first few weeks – maybe a suggestion of where to grab
lunch?This means you won’t have to repeat yourself with every new starter, and it
ensures the messaging is consistent. It also allows the graduate trainee to take
notes in their own time, pausing where needed and freeing them up to focus on
other things.

14. Sources of Recruiting Graduate
Trainee in Nigeria
In Nigeria, the primary source of recruiting graduate trainees are;
1. Recruitment and outsourcing firms: Depending on your organisation’s
needs, you may require the help of a recruiting agency.A recruiting agency
likeWorkforce Group can be cost-effective options for finding top
candidates from wider talent pools or to find heavily sought-after
candidates in more specialised industries
2. Social media: LinkedIn, Google+, Facebook, andTwitter, among
others—these social media networks are key recruiting sources.
Nowadays, most candidates are on one or all of these networks, making
them a perfect place to promote your job openings.Yet social media is not
just for posting jobs; it also offers an opportunity for a conversation.
Read more: GraduateTrainee Recruitment

15. Sources of Recruiting Graduate
Trainee in Nigeria
3. Recruitment sites: Perhaps one of the leading recruitment
sources, recruitment websites have grown thanks to the ease
of online job searches.Think of where your talent pool would
go to find a job.
4. Career Fairs: Having a company presence at career fairs puts
you in the centre of a pool of candidates.This works better if
you’re looking for candidates with a specific skill set—like
software development or graphic design—as industry-specific
career fairs tend to yield more potential candidates.
5. Newspapers: Although they’re old school, print job ads are
still playing a role in the recruiting scene, especially
considering the papers’ online presence. Depending on the
job and the industry, more of the candidates you’re looking
for may rely on print job ads when searching for openings.

16. The opportunities and experience employees
gain from working at your company are priceless
to a recent graduate.Graduates will value
opportunity and responsibility as much as a
competitive salary and will be willing to make
sacrifices financially. Generally, graduates will
begin on lower salaries than experienced hires,
but their potential value to the company is
unlimited.
2. Solid Business Model
A strong graduate programme is a great way to
introduce new employees to a long-term,
successful and structured career development
scheme for your business.This will be good for your
overall business model and help structure your
employees' progression. In addition, investing time
in your employees from a graduate level will help
improve staff retention rates and the development
of your organisation as a whole.
1. Graduate programme are an
affordable hiring option
Benefits of graduate trainee programme for your organisation
Read more: Case Study:TopTalent GraduateTrainee Programme

17. Graduates want responsibility, and the
opportunity to present and execute their ideas
could be invaluable to your business when you
are trying to grow your business. Graduate
programmes are a brilliant way to attract the
best graduates in Nigeria. Developing a solid and
well-planned graduate scheme will assist you in
increasing your business potential and attracting
the best candidates to help your organisation
grow.
3. Fresh perspectives and innovation
Graduates will have a fresh and innovative
perspective, which can be invaluable to your
company, especially if they have a better idea of
your market audience. Graduate employees are
likely to question how things work, offer solutions,
and be proactive in their suggestions. Because they
haven’t already been acclimatized to the company
culture, they may be able to spot flaws and improve
processes in your company.
4. Opportunity to grow your
business
Benefits of graduate trainee programme for your organisation

18. Diversity in the workplace is essential for
your company to obtain different
perspectives, attitudes, and qualities. A
diverse team will bring varied talents and
ideas to improve productivity and give
your company a competitive edge.Your
graduate program will automatically
provide you with the benefits of hiring
junior staff and obtaining talent from
various degrees and backgrounds.
6. Company Value
A successful graduate trainee programme will be a
great way to brand your organisation. If you know
how to build a successful graduate trainee scheme,
then it will add value to your organisation. Students
looking for jobs will be aware of the benefits of a
graduate scheme, middle-level employees will
know they have motivated talent to work with, and
senior staff can explore the graduate scheme for
excellence and career development.
5. Diversified workforce
Benefits of graduate trainee programme for your organisation
Read more: CurrentTrends in the Recruitment Landscape in Nigeria and the West African Region

19. The wrong hire can cost an employer significant loss in terms of time and
money and also erode company culture.
Fortunately, businesses can prevent the costs associated with poor hiring
decisions by recognising the challenges at different steps of the talent
acquisition process and implementing a pre-hire assessment solution that
addresses each.
AtWorkforce Group, we believe that when used correctly and effectively,
assessments can help with much more than just selecting the right
graduate trainees; they can also support employee competency
development and ongoing career management.
By using our assessment center solutions to evaluate your top candidate,
you can avoid the frustration of having the wrong graduate trainees.
HowTo AvoidWrong Hire

20. Attracting and recruiting young graduate is something that businesses and
society as a whole could benefit from greatly. By taking action in the key
areas outlined in this deck, you can take positive steps towards finding and
keeping the talent that will drive your business forward.
If you feel that you need a helping hand, Workforce Group can assist you in
managing the process, from reaching out to the right graduate trainee for
your roles to selecting the best candidates.
Send us an email to hello@workforcegroup.com.
Scale the advantage…

21. READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to -
hello@workforcegroup.com

22. YOUR BUSINESS YOUR PEOPLE OUR FOCUS
=
Workforce Group
… We go
beyond

23. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing

24. Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria