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Graduate recruitment and development: Sector influence on a local market/regional economy

机译：毕业生招聘与发展：行业对当地市场/区域经济的影响

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Purpose – The aim of this article is to illustrate how employers have used more innovative “localised” strategies to address what appears to be “globalised” problems of attracting and retaining high calibre applicants with the appropriate “work ready” skills. Design/methodology/approach – A series of interviews were held with HR managers, line managers from the various functional areas who directly supervise graduates, as well as at least one graduate participating in each of the development programmes. Findings – The findings indicated that SMEs might struggle to meet graduate expectations on pay, but they appeared to provide effective mentoring and succession planning. This may further add weight to the argument that employers, especially SMEs, will use different strategies and have different priorities in comparison to larger global organisations. Overall, the paper concludes that sector is an important differentiating factor in terms of recruiting, developing and retaining graduates. Research limitations/implications – Several of the HRD strategies appeared to work well. There were problems with recruitment in some sectors, with innovative solutions developed, often using placement opportunities. Development opportunities were seen by some employers and graduates as a trade off for pay, while other issues such as travel to work and company culture were also a concern. Originality/value – This paper is one of the first to research the issue of how organisations may use localised HR strategies in terms of graduate employability to get the most from local labour markets.
机译：目的–本文的目的是说明雇主如何使用更具创新性的“本地化”策略来解决吸引和留住具有适当“工作准备”技能的高素质申请人的“全球化”问题。设计/方法/方法–与人力资源经理，直接监督毕业生的各个职能领域的直线经理以及至少参与每个开发计划的一名毕业生进行了一系列访谈。调查结果–调查结果表明，中小型企业可能难以满足毕业生对薪酬的期望，但它们似乎提供了有效的指导和继任计划。与更大的全球组织相比，这可能会进一步加重雇主（尤其是中小型企业）将采用不同的策略并具有不同的优先级的论点。总体而言，本文得出结论，就招聘，培养和留住毕业生而言，行业是一个重要的差异化因素。研究的局限性/意义–一些人力资源开发策略似乎运作良好。一些部门的招聘存在问题，开发了创新的解决方案，通常利用就业机会。一些雇主和毕业生将发展机会视为有偿工作，而诸如上班旅行和公司文化等其他问题也令人担忧。原创性/价值–本文是第一个研究组织如何利用毕业生就业能力从本地劳动力市场获得最大收益的本地化人力资源策略的论文之一。

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