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Growing your graduates into future C-suite executives

4th July 2017 | Richard Goodall

Growing your graduates into future C-suite executives

In 2015–16 2.28 million students were studying in UK higher education institutions and almost three in four students (73%) were awarded at least an upper second (2:1), compared with 66% five years earlier. With an increase in people attending university and many graduates achieving higher degrees, it could be argued that hiring future C-suite executives is becoming easier than ever. However, this also means that there is a wider choice of prospective graduates, which can make it harder to choose candidates that will fit into your succession planning, to develop into higher roles. So how do you determine which graduate is best for your organisation? Why should you be hiring someone at the graduate level? Taking someone on at the beginning of their career means you can mould them into the perfect employee. As part of your succession planning, you could consider hiring graduates that have the fundamental skills required, that can then be further developed into future C-suite executives roles. Firstly, when it comes to a C-suite executives role, it’s best to determine what existing skills the candidate has, and fit them into the correct place. For example, there are numerous C-suite positions such as Chief Marketing Officer, which […]

In 2015–16 2.28 million students were studying in UK higher education institutions and almost three in four students (73%) were awarded at least an upper second (2:1), compared with 66% five years earlier. With an increase in people attending university and many graduates achieving higher degrees, it could be argued that hiring future C-suite executives is becoming easier than ever.
However, this also means that there is a wider choice of prospective graduates, which can make it harder to choose candidates that will fit into your succession planning, to develop into higher roles. So how do you determine which graduate is best for your organisation?

Why should you be hiring someone at the graduate level?

Taking someone on at the beginning of their career means you can mould them into the perfect employee. As part of your succession planning, you could consider hiring graduates that have the fundamental skills required, that can then be further developed into future C-suite executives roles.
Firstly, when it comes to a C-suite executives role, it’s best to determine what existing skills the candidate has, and fit them into the correct place. For example, there are numerous C-suite positions such as Chief Marketing Officer, which requires someone to be creative and business savvy who has a deep understanding of advertising and marketing.
Whereas, a Chief Financial Officer needs to understand the capital structure of companies and communicate with other C-suite employees to help keep them within budget. Since there are so many different C-suite executives roles, you’re best to outline each skill set that is required and find someone which fits into that requirement.

How do you choose the candiate for you?

Due to so many graduating with higher class degrees, grades cannot be the only determining factor in the recruitment process. As a result of this, it should now be considered that not only should you be hiring someone who fits the role, but also someone who goes above and beyond. “More-sophisticated corporations look to a balanced general counsel to be a facilitator, someone who can play different roles—crisis manager, mergers expert, catalyst.” Part of your succession planning should not only be about who can fit into the role, once they progress through your company, but who can improve the position and deliver more than is expected, with the aim to improve every aspect of your firm.
Additionally, it was found that the country’s top employers plan to increase their graduate recruitment by a further 4.3% in 2017, the fifth consecutive year that graduate vacancies have grown. This shows that the competition between companies, attempting to recruit the top graduate talent, will increase. It is important to establish yourself as a firm that helps to train graduates to put them into higher roles.

Graduates and succession planning

Graduates are likely to have a better understanding of new technologies and techniques. Therefore, taking them on will not only help to boost their careers but will also help elevate your company value by providing fresh ideas. When considering succession planning it is likely that in the future, C-suite executives roles will be more technology focused, making graduates who are often early adopters of these developments, ideal for leadership positions.
Overall, it can be a great technique to recruit graduates that show a deep understanding and interest in your firm. Through succession planning you should be employing candidates that you can see, will in the future, fit into C-suite executives roles. Graduates can be shaped into the perfect employee for these positions, so take advantage of the increase of higher-achieving graduates and take the time to find the perfect candidate.

If part of your succession planning is hiring graduates, but you are unsure about how to find the perfect candidate to grow into C-suite executives roles, we can help. Goodall Brazier delivers global search and selection solutions, to source high performing and talented individuals. We strive to provide our clients with the finest executive professionals, who will positively impact your brand and support in achieving your business objectives, to contact us click here.