Applying for an internship or graduate job? You might know the steps involved but most people don't know what it takes to be successful at each stage - what employers are really looking for. This is the abridged version of the complete Insiders Playbook to a Graduate Job.
My insider knowledge will guide you through each stage (I call them hurdles) to help you win your dream graduate job.
The course explains how employers use 12 hurdles to screen out applicants. They're time poor and risk averse so if you don't fit their "cookie cutter" profile, you're rejected. Unless you know what they're looking for!
There are numerous resources available to students that describe the graduate recruitment process, what to expect in interviews, assessment centers etc. and in general what employers look for. But that’s just general information. It doesn’t tell students what it takes to get that graduate job. And employers don’t want to give away their secrets of how they really assess candidates.
That’s what this course does. It goes into depth to explain to students exactly how employers assess and screen candidates at each stage of the process. It provides insider tips and strategies to make it through each stage - even if a student doesn’t meet the employer’s stated selection criteria.
Here are three examples.
1. What Employers Say They Look For
"We look for well-rounded candidates who have successfully balanced university, work experience and extra-curricular activities, the ability to work in a team and a desire to learn and drive your own career. Your motivation to work in our industry".
What They Don’t Say
Whether their preferred candidate characteristics are: Analytical vs Creative; Challenge vs Conform; Lead vs Follow; Ambitious vs Steady
2. Assessment Centres
"We use a collection of tests and exercises designed to simulate our business environment. They help identify those candidates with the most suitable personal attributes, problem solving or teamwork skills so we can determine who would fit best and excel within the organisation’s structure and culture".
What They Don’t Say
Candidates are being constantly assessed and that includes the “informal” coffee / lunch breaks. You're under scrutiny all the time, regardless what they say. But proactively engaging with managers during breaks is a powerful way to demonstrate your enthusiasm, promote yourself and overcome any performance issues in the exercises. You can use it to your advantage!
3. Online Application Screening Questions
“When organizing a work team, you prefer to choose those who:
What They Don’t Say
This organisation has diversity as a core value and they want employees who value the different strengths of individuals. This is a deliberate screening question. Answer incorrectly and you will be an automatic rejection at the first stage.
Through the course you'll learn how to make it past each of the 12 Hurdles
Nearly every graduate employer uses behavioral questions, so there is a bonus section giving you examples of questions for the 8 most common behavioral skills. And with real life examples of winning answers.
The course concludes with a 5 point personal action plan.
In total are 90 minutes of short video lectures. Take the ones that are relevant to you now. You can always come back to the course if a new employer has a different set of requirements.
The course structure is:
As a graduate or intern you should take this course to maximize your opportunity to get your dream job. Don't miss out because you didn't know what the employer really wanted. That's learning the hard way!
We all know competition is fierce for graduate roles so give yourself every advantage and enroll in this course now.
You'll be surprise to learn that employers use hurdles to screen out graduate applications. Why? Because they're time poor and can have thousands of applications. They use a cookie cutter approach to screen out.
We will cover an introduction to the 12 hurdles employers use to screen out graduate applicants.
The first hurdle is the Online Application. It's pass or fail time! Knowing what employers look for is key and that's what we will cover.
The Cover Letter shows your written communication skills and if you genuinely want to work with that employer. Not all employers require a cover letter but if you need to submit one, this lecture includes a sample format.
The resume is your showcase. Each employer looks for something different. You need to show you fit their cookie cutter.
there are countless online resources for resumes so this lecture does not give you a sample format. But it does tell you how to present your information in a compelling, winning way.
Grades and online testing are easy "screen out" tools for employers. But it doesn't have to be. If you're a gun doing online tests and your grades are great, you can breeze through this. But if you're unsure how you will stack up against your competitors, this lecture will give you insights and some strategies to overcome these hurdles.
Most employers can tell if a graduate is a cultural fit or not. But they struggle to communicate what cultural fit is. And yet it is a very common reason why candidates are rejected - because I wasn't a good cultural fit. Here, you'll learn how to gain a deeper understanding of an organization's culture and in turn, what they're looking for in graduates.
Phone or skype interviews are all about screening you out on communication, cultural fit and a genuine career interest in the organization. These are usually time pressured interviews - the interviewer wants to decide are you in or out. Learn what they'll ask and what answers they want to hear.
Another form of a screening interview, graduates need to take time to prepare for video submissions. Your video will be seen by the recruiter and then hiring managers. So you want to make sure it's professional.
The traditional in person interview. A series of behavioral skills questions, why do you want a career with us, and your opportunity to ask some questions. Learn the structure of the interview, what questions you need to ask and the importance of first impressions.
What to expect from an assessment center. This covers the detail of activities and exercises in typical assessment centers.
How you're being evaluated throughout the assessment center. What managers are really up to. This gives you the behind-the-scenes run down of how you're being assessed.
How to maximize your performance at an assessment center. This goes through everything from how to behave in group activities, through to networking with hiring managers.
Phew, you've learnt a lot! Here is a recap.
Theory and background behind behavioral skills. Format for a great answer. The 8 most common behavioral skills assessed by graduate employers.
Sample questions and answers. Exercise opportunity for you to develop your own winning answers. There are two questions for problem solving with two different answers. This should give you a sound understanding of what employers expect (and like) to hear. It will enable you to develop your own winning answers.
Sample questions and answers. Exercise opportunity for you to develop your own winning answers. There are two questions for teamwork with two different answers. This should give you a sound understanding of what employers expect (and like) to hear. It will enable you to develop your own winning answers.
Sample questions and answers. Exercise opportunity for you to develop your own winning answers. There are two questions for influencing with two different answers. This should give you a sound understanding of what employers expect (and like) to hear. It will enable you to develop your own winning answers.
Sample questions and answers. Exercise opportunity for you to develop your own winning answers. There are two questions for innovation with two different answers. This should give you a sound understanding of what employers expect (and like) to hear. It will enable you to develop your own winning answers.
Sample questions and answers. Exercise opportunity for you to develop your own winning answers. There are two different answers. This should give you a sound understanding of what employers expect (and like) to hear. It will enable you to develop your own winning answers.
Recap of behavioral skills Q&A. From this section you should be able to draft your own answers to each of the questions. You will now be prepared for interviews!
A 5 point personal action plan to winning your dream graduate job. Now you're armed and ready to start the job application process. Start with a plan and a mindset. What do I need to do to get this job?
A list of credits for images and music used in the course. You don't need to read this unless you're curious!
Some background about me. I started my career as a graduate in fast moving consumer goods and went on to work for global corporations in senior management in North America and Australia. The aspect of my roles that I enjoyed the most was campus recruitment and mentoring and developing young professionals. That led me to start a graduate recruitment business with the mission of helping young professionals to develop successful careers.
With more than 20 years experience, I’m an international expert in graduate and intern recruitment. I’ve worked with the biggest global organizations, mid-sized companies, government and not-for-profit organizations. I also chair an employer advisory group to the business faculty of a world's top 50 university.
I know all there is to know about graduate recruitment, the selection process, the hurdles employers use and what they really look for in graduates. And I know where the loop-holes are in the recruitment process!
Ask senior executives today about their graduate background and many will tell you there is no way they would have been hired based on today’s criteria. The graduate cookie cutter is an efficient tool for an employer. But I believe it limits diversity of talent.
My courses help all graduates win great jobs. They help employers hire diverse talent. And they help educational institutions help their paying customers!