We often hear from young people that it seems to be harder than ever to find good entry level job opportunities. This is particularly true for those young people who do not have a degree or similar formal qualifications.
As an employer, you stand to benefit tremendously from supporting talented young people in the early stages of their careers. A structured and well-designed entry level employment programme is one such way to do this. In an entry level programme, young people get to learn on the job while contributing to your organisation in a real and meaningful way. Entry level programmes may be time-fixed or open-ended.
A great entry level programme not only serves as a way for young professionals to kickstart their careers, but also provide employers with the opportunity to nurture talent, inject new ideas and perspectives, and develop the leaders of tomorrow. But what makes a good entry level programme? We’ve outlined eight criteria we believe are essential.
1. A good entry level programme begins with good onboarding
Your relationship with your entry level job programme participants begins before they even walk through the door on their first day. A properly designed and structured onboarding system provides a comprehensive orientation, introduces them to their rights and responsibilities, and equips them with everything they need to get started in their role.
A great onboarding process builds the foundation for success and ensures that your entry level programme participants feel empowered to learn, grow, and perform at their best.
2. A good entry level programme is a stepping stone to a fulfilling career
Young people seeking entry level jobs do not want to stay in those roles forever. They are ambitious, motivated, and driven to succeed. This means that, right from the beginning, you should see your entry level programme as the first step towards a long and rewarding career.
This means showing your participants some of the potential career pathways and advancement opportunities that are open to them, as well as helping them to develop their own career goals and understand what is required for success.
3. A good entry level programme prioritises mentorship and support
For your participants to get the most out of your entry level job programme, they will need continual guidance and support. This is where mentorship comes in.
Pair your entry-level employees with more experienced team members who can act as mentors and provide guidance, support, and a friendly face. A good mentor is a kind of trusted advisor who can share their experiences and learnings as they help your more junior employees to navigate challenges and grow in their careers.
A mentorship programme is beneficial to both parties. Your entry level programme participants will have access to the wealth of knowledge and experience their mentors bring to the table, while your mentors will enjoy the personal growth and professional challenge that comes with taking on such an important role.
4. A good entry level programme offers challenges and stretches the participants
Many companies lose talented entry level employees because they never allow them to challenge themselves. Do not make the mistake of only assigning the most basic tasks to your entry level programme participants.
Instead, set them meaningful work that is challenging and allows them to stretch themselves. Make sure that they are working on projects that make a real difference and have a real impact within the organisation, and that their voices are heard and their contributions taken seriously.
5. A good entry level programme allows its participants to grow and develop
One thing that all companies with good employee retention rates have in common is that they continually invest in the learning, growth, and career development of their employees. If you want to get the most from your entry level programme and retain those employees once it is over, you should be seeking to offer regular opportunities for them to learn and grow their skills.
Offering access to training courses, workshops, and physical and online resources shows your entry level employees that you take their career development seriously. By investing in their long term success, you will create the kinds of employees who stick around and are an asset to your organisation for years to come.
6. A good entry level programme provides regular feedback and recognises great performance
Your entry level employees want to know how they are doing and how they can improve. Providing regular feedback and recognition is a vital part of running a good entry level programme and helps to ensure that employee motivation and engagement remain high.
Ideally, you should have a structured feedback system of 1-to-1s and performance reviews. Don’t forget to offer feedback in the moment on an ongoing basis too, though! Recognising your entry level employees’ achievements and providing constructive feedback helps them to understand their strengths and areas for improvement, boosting morale and showing that you appreciate and value them.
7. A good entry level programme allows participants to build their networks
“It’s not what you know, it’s who you know,” so the saying goes. In the context of the professional world, this means that having a strong network can drastically improve someone’s career prospects. Therefore, your entry level programme should allow your participants plenty of opportunities to build their networks.
Wherever possible, facilitate opportunities for your entry level programme participants to get to know others across the organisation and industry. Bring them along to industry events, get them involved in larger projects, and set up meetings with key members of your team and the company’s senior leadership. Every connection they make at this stage will be an invaluable asset to their careers.
8. A good entry level programme promotes diversity and inclusion
The strongest companies and organisations are diverse, with an inclusive working environment and a culture that respects and values an array of perspectives and experiences. Your entry level programme participants, particularly those from under-represented or marginalised groups, will want to see that equality, diversity and inclusion (EDI) are front and centre in your organisation.
You can show this through inclusive job descriptions and hiring processes, employee networks, initiatives to serve and represent disadvantaged demographics, and a culture that embraces difference as its greatest strength.
