From the Employer's Perspective on Hiring Fresh School Leavers

2. Overview
Employer

3. 1. The expectation of the pay of the fresh graduate.
2. The expectation by the fresh graduate on the
work scope/job responsibilities.
3. The relevance of study/internship of the fresh
graduate to the job.
4. How to train the new hire into the new job.
5. Mentorship to be provided.
6. Cultural fit into the organization.
7. New hire’s attitude.
8. How well the fresh graduate could
take stress.
9. If the new hire could work long hours
when required.
10. Retention of the new hire
Employer

4. 1. First filter by the expected pay when short listing
the candidates.
2. Review the type of skills learnt in
school/internship.
3. Check through the schools attended.
4. Check through the type of extra curriculum
activity taken in school.
5. Involve both the HR managers,direct hiring
manager, working level, and manager of another
team in the interview process.
6. As the job is of high confidentiality, provide
background check.
Employer
7. Interview checklist for evaluation.
8. Provide an on boarding programme for
the new hire to be familiarized with the
environment.
9. Identify relevant training required.
10. Identify a mentor.

5. 1. The employer’s first concern is the
expectation of the pay of the fresh
graduate.
2. The employer is also concerned over the
job expectation of the fresh graduate.
3. Typically the employer will prefer there is
a strong relevance of study/internship of
the fresh graduate to the job.
4. In order for the new hire to quickly settle
into the job, the importance of training
and mentorship.
5. In addition to 4, the employer deemed
that the social factor is important too.
6. The new hire’s attitude is important too.
Employer

6. 1. The employer has shown great emphasis on non
educational details like character, background
check, etc.
2. Emphasis is also on the organisation fit of the
new hire as the interview process will involve
managers of different divisions and also
involvement of the working level
3. The employer will provide strong
support to build up the skills gap.
4. The employer’s aim is to select the right
candidate and with high retention value
by providing career progression
pathway.
5. The employer will require a good talent
management framework.
Employer

7. STAKEHOLDER
[Employer :
Collaborative, detailed, structured, experience
d, strong mentorship skills]
needs a way to (PROBLEM/NEED)
[find a way to assess and hire the right
candidate]
Because (INSIGHT)
[of the strong requirement of organisation fit]
Problem Statement