BambooHR founder Ben Peterson shares some powerful insight into Onboarding. Onboarding statistics, guides to what questions to ask in interviews, and how to help employees continue to grow into contributors.
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
The transformation of the resourcing program at House of Fraser in under a year
Condensing a 3 year program into 18 months
Doubling the number of applications to 400,000 people whilst improving workflow and reducing advertising costs
Join HR manager at BambooHR, Adriana Clark and senior manager of customer success and support at Northpass, Paula Naba, as they explore the onboarding factors that help new hires form deep connections with your organization, their coworkers, and their future career.
BambooHR founder Ben Peterson shares some powerful insight into Onboarding. Onboarding statistics, guides to what questions to ask in interviews, and how to help employees continue to grow into contributors.
Today, only 15% of companies extend their onboarding process beyond 6 months, but 90% of companies believe employees make the decision to stay in their first 12 months. Using this guide, create an effective onboarding strategy that combines tactics with appreciation. You'll find within a 30, 60 and 90 day checklist, as well as, a full onboarding program that extends the onboarding experience to a year.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
Build an Employee Engagement Strategy that Works for Your CultureTALiNT Partners
The value of ensuring every employee shares the company's overall mission and understands their role in realising it
Why soliciting and responding to employee feedback inspires positive organisational changes, from culture to work-life balance
Why companies who make Glassdoor’s “Best Places to Work” list outperform the market
The transformation of the resourcing program at House of Fraser in under a year
Condensing a 3 year program into 18 months
Doubling the number of applications to 400,000 people whilst improving workflow and reducing advertising costs
Join HR manager at BambooHR, Adriana Clark and senior manager of customer success and support at Northpass, Paula Naba, as they explore the onboarding factors that help new hires form deep connections with your organization, their coworkers, and their future career.
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
The psychological contract of a newcomer is key in the onboarding of new employees. What does he or she expect and how do you manage these expectations from the beginning (also during attraction and selection). Violation of the contract demotivates newcomers, leads to bad performance and regretted losses.
Therefore clear and honest feedback is crucial during the onboarding.
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
The Do's And Dont's When Creating An Empowering Workplace CultureAggregage
As the pandemic upended the world of business, companies are striving to create more empowering digital workplace cultures. However, they're struggling to find a balance between compliance and toxic cultures. Here are some do's and don'ts when creating a culture of recognition that's compliant and how you can create one that's respectful and inclusive.
Join Heidi Lynne Kurter, Workplace Culture Consultant, Leadership Coach, and Forbes Senior Contributor, as she explores the ins and outs of the importance of employee recognition and empowerment.
During this webinar, you will learn:
• What toxic workplaces look like and the impact they have on the culture
• How to create a respectful and inclusive workplace culture
• What does a respectful and inclusive workplace culture look like
• Common mistakes companies make when trying to create a compliant culture as well as one that's respectful and inclusive
Culture First 2019: Day 3, Living your values: tools to enhance the employee ...Culture Amp
In this presentation, At Your Core will guide people leaders and culture advocates on how to institutionalize their company core values across the employee experience, strengthening both the culture and the business. We’ll share examples of how relevant values and supporting behaviors, reinforced at different stages of the employee experience, drive engagement. You will leave with an action plan for hiring, recognizing and connecting with employees that puts the values at the forefront.
Give More Feedback to Enhance ProductivityHilary Potts
High performing teams are feedback-rich environments. Unfortunately, in many organizations, employees want feedback from their managers, but say they don’t receive enough of it. Here are tips to provide more positive and constructive feedback to your colleagues.
Successful Recruitment strategies for startupsCodeGround.in
This content was brought to you by CodeGround Online Testing Platform. CodeGround is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.CodeGround supports Online Aptitude Tests, Spoken English Communication Skills Assessments, Coding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP. CodeGround also supports Automated asynchronous interviews. CodeGround Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than we’ve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a “free agency” model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
Today's teachers must be skilled in technology, address rigorous standards and prepare students to succeed in a global 21st century economy. But, the majority of professional development experiences are short-lived and ineffective. To foster an environment for students to create, build and problem-solve, teachers need the same. What support do TOSAs and professional development providers need, especially when implementing highly creative and technology-rich curriculum, products and tools? This session will help TOSA's embrace themselves as “Creative Directors” and develop more ownership of their professional development.
Make your classrooms come alive! Learn what it is and how you can enhance your current curriculum with these fascinating and exciting augmented reality tools!
Millenial and GenY Attitudes: The Perfect Job and Tool/Social SurveySEPHORA
There are about 80 million Millennials in the United States and include young adults in their 20s and 30s. Millennials have earned a reputation for viewing the world through a uniquely digital lens, but there are many similarities between them older audiences. (Accenture)
For a potential client research project I investigated how users conduct job searches, tools used, how information is gathered and attitudes about the “perfect job and company” utilizing Survey Monkey and an email survey of 83 users, including GenY, Millenials and 35+ users.
ProGrad are also a training provider for a number of experienced sales teams across Australia. We have a number of offerings which can be tailored for our client partners.
ProGrad recommend how to get more from your graduate recruitProGrad Pty Ltd
If you're looking for some ideas about how to get more from your recent graduate recruit this is worth a look. ProGrad are a specialist graduate recruitment company in Australia, working with over 600 companies to deliver top graduate talent in the B2B arena.
Talent Acquisition - The Customer PerspectiveTALiNT Partners
Every interaction with a new candidates no different than a new customer. Do you apply the same rigour in candidate selection as you would to customer service?
Is your employer brand, employee value proposition and employee engagement aligned?
Would your own company’s employer brand persuade you to apply for a new role in your company?
The psychological contract of a newcomer is key in the onboarding of new employees. What does he or she expect and how do you manage these expectations from the beginning (also during attraction and selection). Violation of the contract demotivates newcomers, leads to bad performance and regretted losses.
Therefore clear and honest feedback is crucial during the onboarding.
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
The Do's And Dont's When Creating An Empowering Workplace CultureAggregage
As the pandemic upended the world of business, companies are striving to create more empowering digital workplace cultures. However, they're struggling to find a balance between compliance and toxic cultures. Here are some do's and don'ts when creating a culture of recognition that's compliant and how you can create one that's respectful and inclusive.
Join Heidi Lynne Kurter, Workplace Culture Consultant, Leadership Coach, and Forbes Senior Contributor, as she explores the ins and outs of the importance of employee recognition and empowerment.
During this webinar, you will learn:
• What toxic workplaces look like and the impact they have on the culture
• How to create a respectful and inclusive workplace culture
• What does a respectful and inclusive workplace culture look like
• Common mistakes companies make when trying to create a compliant culture as well as one that's respectful and inclusive
Culture First 2019: Day 3, Living your values: tools to enhance the employee ...Culture Amp
In this presentation, At Your Core will guide people leaders and culture advocates on how to institutionalize their company core values across the employee experience, strengthening both the culture and the business. We’ll share examples of how relevant values and supporting behaviors, reinforced at different stages of the employee experience, drive engagement. You will leave with an action plan for hiring, recognizing and connecting with employees that puts the values at the forefront.
Give More Feedback to Enhance ProductivityHilary Potts
High performing teams are feedback-rich environments. Unfortunately, in many organizations, employees want feedback from their managers, but say they don’t receive enough of it. Here are tips to provide more positive and constructive feedback to your colleagues.
Successful Recruitment strategies for startupsCodeGround.in
This content was brought to you by CodeGround Online Testing Platform. CodeGround is an online assessment and test evaluation system focused on helping Recruiters in initial screening of potential candidates from an ocean of job seekers in an automated way.CodeGround supports Online Aptitude Tests, Spoken English Communication Skills Assessments, Coding Contests in JAVA, C, C++, Ruby, Python, JavaScript and PHP. CodeGround also supports Automated asynchronous interviews. CodeGround Screening Tests can be used by Recruiters during campus hiring or to screen walkin candidates.
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than we’ve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a “free agency” model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
Today's teachers must be skilled in technology, address rigorous standards and prepare students to succeed in a global 21st century economy. But, the majority of professional development experiences are short-lived and ineffective. To foster an environment for students to create, build and problem-solve, teachers need the same. What support do TOSAs and professional development providers need, especially when implementing highly creative and technology-rich curriculum, products and tools? This session will help TOSA's embrace themselves as “Creative Directors” and develop more ownership of their professional development.
Make your classrooms come alive! Learn what it is and how you can enhance your current curriculum with these fascinating and exciting augmented reality tools!
Millenial and GenY Attitudes: The Perfect Job and Tool/Social SurveySEPHORA
There are about 80 million Millennials in the United States and include young adults in their 20s and 30s. Millennials have earned a reputation for viewing the world through a uniquely digital lens, but there are many similarities between them older audiences. (Accenture)
For a potential client research project I investigated how users conduct job searches, tools used, how information is gathered and attitudes about the “perfect job and company” utilizing Survey Monkey and an email survey of 83 users, including GenY, Millenials and 35+ users.
ProGrad are also a training provider for a number of experienced sales teams across Australia. We have a number of offerings which can be tailored for our client partners.
ProGrad recommend how to get more from your graduate recruitProGrad Pty Ltd
If you're looking for some ideas about how to get more from your recent graduate recruit this is worth a look. ProGrad are a specialist graduate recruitment company in Australia, working with over 600 companies to deliver top graduate talent in the B2B arena.
ProGrad are a specialist in the area of graduate assessment, placement and training. Our weekly assessment days take place in both Sydney and Melbourne.
ProGrad specialise in placing graduates into high profile B2B sales roles across a variety of industry sectors. To ensure the success of the graduates, ProGrad provide comprehensive training to cover all areas of professional communication, solution selling, negotiation and account management.
ProGrad are a graduate assessment, placement and training company. We specialise in assessing recent graduates for the competencies which would make them successful in a B2B sales or marketing role. If placed through ProGrad, we then provide structured training to guarantee their success.
32 Ways a Digital Marketing Consultant Can Help Grow Your BusinessBarry Feldman
How can a digital marketing consultant help your business? In this resource we'll count the ways. 24 additional marketing resources are bundled for free.
7 Hazards to Avoid:
1) Inadequate capability.
2) Poor job fit.
3) Fuzzy goals and accountabilities.
4) Poor relationship with manager.
5) Poor relationship with co-workers.
6) Health and wellness issues.
7) Physical and environmental factors.
Performance Reviews are here to stay and we need to reinvent them.
Here are 10 best practices which will help you to make Performance Reviews an effective process based on
1. Feedback
2. Development
3. High Performance
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
9 Box Grid : As an assessment tool to evaluate employees contribution to the ...Henry John Nueva
Succession planning is very important component of an efficient organization and it’s something that leaders and HR professionals never be skipped over or rejected as unimportant.
This is where the 9 box grid can be of significant benefit, identifying where your employees are right now and in which direction you think they have the potential to move.
Room for Inclusion: Employers guide on how to onboard your talent inclusivelyHarvey Nash Plc
A short 'how to' guide and tips for employers on how to ensure that the new starters you have worked hard to attract and hire get off to the right start and feel included from day one.
Emaar PJSC has been facing the problems of higher attrition rate for the past couple of years. My team and I had done a role play of Emaar HR Managers and tried coming up with a few alternatives and both short term/long term plans for the company.
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Predicting potential - Assessing Cognitive Ability in RecruitmentGavin Lamb
Employees with strong cognitive ability are a competitive advantage to an organisation - particularly when they are in
roles that require quick learning, first-time problem solving, thinking ‘on your feet’ and dealing with ambiguity. People who
score well on cognitive ability tests are more likely to develop a greater knowledge of the job more quickly, make effective
decisions and successfully reason and strategise to solve problems. In fact, a landmark study reviewed 85 years of research and found that higher cognitive ability is linked with higher productivity and performance.
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
2. AGENDA Overview of Generation Y Assigning a mentor/buddy ProGradGraduate Survey
3. Overview of Generation Y Who is Gen Y? There is no consensus over the exact birth dates that define Gen Y, also known by some as echo boomers and millennials. But the broadest definition generally includes the more than 70 million Americans born 1977 to 2002. Generation X was born roughly 1965 to 1976. Narrower definitions put Gen Yers as those ages 16 to 27, born from 1978 to 1989. This narrower view is based on the thinking that as the pace of change in society accelerates, the time frame of a generation gets shorter. Effect on workforce Under the narrow definition, as they take their first jobs, Gen Y would be the fastest-growing segment of the workforce — growing from 14% of the workforce to 21% over the past four years to nearly 32 million workers.
4. What do GenY need? About Gen Y workers They have high expectations of self:They aim to work faster and better than other workers. They have high expectations of employers: They want fair and direct managers who are highly engaged in their professional development. They require ongoing learning:They seek out creative challenges and view colleagues as vast resources from whom to gain knowledge. They thrive on immediate responsibility:They want to make an important impact on Day 1. They are goal-oriented: They want small goals with tight deadlines so they can build up ownership of tasks.
5. ProGrad Recommendations – Managing GenY Recommendation #1 – Close Management Every young recruit requires strong management, and for all of our graduates we do recommend that they have a direct report on a day-to-day basis. There needs to be a “mentor” in place who is responsible for training the young recruit, offering advice to them, taking them out on meetings and acting as an arm of support during the first 12 months of their career. The mentor needs to offer encouragement and praise. Aside from the mentor, there should also be someone else within the structure providing day to day support for times when the mentor might not be available. This person is there simply to answer questions regarding internal systems/ processes etc. They may only need to offer support for the first 3-6 months. Each day, the new recruit will need to be set some goal to achieve.
6. ProGrad Recommendations – Managing GenY Recommendation #2 - The Ideal Office Environment It goes without saying that the office environment must be clean, professional and have an area in which a graduate can sit and work comfortably with few distractions. The office environment needs to be supportive and the desk layout would ideally ensure that the new recruit is sitting near to their direct report. Whiteboards and Flipcharts are recommended to monitor set goals on a daily/ weekly/ monthly basis.
7. ProGrad Recommendations – Managing GenY Recommendation #3 - Team Environment Top employers have a supportive team who all share a common goal and work well together. These teams have regular team meetings and open lines of communication. We see our greatest success in companies which have regular social events/ team building days as this instills a feeling of belonging and team camaraderie.
8. ProGrad Recommendations – Managing GenY Recommendation # 4 – Induction On Day 1, it is essential that your new sales recruit is provided with several documents: A detailed position description, outlining responsibilities (please see example #1) Key Performance Indicators for first 1-3 months. These KPIs should be activity based (please see example #2) The “Standards and Norms” of the company (for example, dress code, hours of work, activity levels etc) Career Progression available with a clear and defined structure Training timeline to ensure the new recruit is aware of your expectation
9. ProGrad Recommendations – Managing GenY Recommendation #5 – One-2-Ones At the end of their first month at the company, we strongly recommend an informal one-to-one with your new recruit. This informal discussion is an opportunity to discuss any initial challenges that they have experienced in the early stages of the role. Again, this is an opportunity to re-position their KPIs and highlight any conerns you might have as an employer. Please feel free to request a meeting with ProGrad at this point, to discuss the successes/ failures of your recruit to ensure maximum support is received. Recommendation #6 – Appraisals Quarterly appraisals are a good opportunity to highlight strong/ weak performance in a sales position. It is important to track the activity of your recruit and highlight their successes.
15. Solid work habits and a proven track recordWhat is in it for them as mentors/ buddies?
16. Findings from ProGrad Surveys ProGrad conducted a survey with 100 recent graduates to identify what they were looking for from a “Graduate Program”. The group consisted of 50 males and 50 females from a variety of Universities, and degree disciplines. Here are the findings: 45% of the graduates wanted a pre-determined graduate career path, however 55% wanted to create their own success in a business. 32% of graduates wanted to work within one specialised department for the duration of their program, whereas 68% of graduates wanted a program which exposed them to more than one department. 75% of graduates in the survey wanted a National Involvement and were happy to relocate for the graduate opportunity.
17. Findings from ProGrad Surveys What graduates are looking for from their Employer (in order of importance) Progression Training Recognition Variety in role Responsibility Job Title Travel Money
18. ProGrad Summary Generation Y more than anything will require structure. Clear and defined expectations are essential. A common mistake is to assume that this generation can self-manage. Their ambitious nature will try to convince you that they don’t require structure. Our experience says THEY DO! Identify Buddies/ Mentors within the organisation that can provide the TIME and STRUCTURE craved by these young people. A Buddy needs to dedicate time and resource on a weekly and monthly basis. Time is the most valuable offering to a graduate hire. Communicate with the graduates openly and honestly. Explain to them your expectations as an employer, and what you expect of them as employees. Yes, they are graduates, but this is still only a starting point. They have a lot to learn in the business and will be starting at the “grass-roots”. They don’t receive any special allowances because of their University degree.