How to Make Junior Hires ‘Swipe Right’ for Roles in Corporate Affairs
by Chardonnay Bradshaw-Shallow, Intern
It can be said that the current generation of junior hires are still limited to career aspirations that sit within the more traditional realm. Though the scope has widened significantly from the previous disciplines of ‘doctor, lawyer or teacher’, it is safe to say that the corporate affairs industry has not yet infiltrated the radars of junior hires. Unlike other industries such as healthcare or technology, there is much less of a direct route into the field of corporate affairs. This means that many juniors, i.e. grads, will gloss over roles in the industry because they either don’t see it as applicable to their degree or previous experiences, or, they simply don’t know what a role in the industry entails. So how can companies make themselves appealing to junior hires?
Active Outreach
Companies should keep in mind that only a few aspiring graduates will have a comprehensive understanding of the corporate affairs industry. It is increasingly important that companies actively seek out potential junior hires rather than relying on the grads to approach them. It is simply a lack of awareness around the industry itself that perpetuates a false narrative that juniors won’t ‘fit into’ a company due to lack of experience.
This makes university careers fairs, opportunity mailing lists and even direct approaches to grads, very useful tools for companies to utilise.
Transparency
‘Assume they know nothing’.
When advertising for graduate or entry-level roles it is important to adapt to the lack of knowledge about the corporate affairs industry among this particular audience. This means replacing phrases like “potential opportunities for progression” with “a rigorous focus on uplifting each employee at each stage of their career”. Or “competitive salary” with specified salary bandings as those who are unaware of the industry will be unsure of what a competitive salary within corporate affairs looks like.
Whether it be advertised on the website or discussed at the interview stage, it is important that companies give the juniors clear reasonings as to why they should leap into this unknown world of corporate affairs. Factors such as Salary, DEI values and individuality in working style are all things that companies should make clear to candidates at some stage in their recruitment process.
Visible Networks
A great way to ease the anxiety surrounding the abundance of changes that a junior hire will be experiencing is through an emphasis on mentoring and an active early career network.
Companies should try to facilitate the integration of junior hires with one another as it can ease the chaotic transitionary period. As well as this, mentorship from those who are one or two levels above the juniors in their career is useful because not only does it highlight the tangible potential for progression, but it also provides a comfortable space for advice and feedback from someone who has been in their shoes before.
Additionally, with the nature of the division of labour within the industry, companies should actively promote the integration of juniors and seniors. Along with the above, this actualises the potential for growth within the business and reduces the portrayal of exclusivity amongst seniors.
MadlinHanna Consulting is a recruitment consultancy specialising in public affairs, corporate communications and financial PR. Contact us in London on +44 (0) 20 8088 4102 or in Brussels on +32 (0) 2 586 38 98 for more information or a confidential conversation about these services and more.