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Frank Haslam Milan
Balby Court
Carr Hill
Doncaster
South Yorkshire
DN4 8DE
UK
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| Do you know aproximately how many graduates your organisation has recruited between 2004-2005? | 10 |
| How do you advertise vacancies that graduates could apply for? | Science and Maths, Engineering/Building Maintenance, Social Sciences, Arts and Humanities, Any |
| From which degree discipline do you normally recruit graduates? | Engineering/Building Maintenance |
| Do you have any minimum academic requirements? (e.g. Yes/No) | No |
| What sort of work experience do you feel is appropriate for the kind of graduate roles that you recruit for? | Related to the role they are coming in to. Preferably they have done a year out. |
| What for you makes an applicant stand out from the crowd? | Neat application form, no spelling mistakes, experience in area, broad range of outside activities. |
| What common mistakes do you see applicants make at interview? | Not being prepared to talk about different examples (competency based questions) |
| What kind of training do you provide for new starters within your organisation? | Job specific training and any other skills required |
| What is the average starting salary of a graduate within your organisation? | 18000 |
| Do you offer any other kind of work for undergraduate students? | Paid part-time work,Vacation work,Other |
| Do you know approximately how many graduates your organisation has recruited over the past 5 years?
Please provide details | around 30 |
| What is involved in your recruitment process? | Local newspaper, National newspaper, Graduate Link, Specialist publications |
| How does your organisation ensure a good work-life balance? | There is the option of flexible working for people with parental responsibilities. The construction sites operate between 08h00 - 16h30 Monday to Thursday and 08h00 - 15h30 on Fridays. Head office hours are 08h30 - 17h00 |
| How are people inducted into your organisation? How long is the process? | The induction process varies from role to role. The first day will normally be spent at head office going through all the personnel related paperwork and then the line manager will arrange for them to go round to the various departments to be introduced to the appropriate staff. There is then further role specific induction, the length of which varies dependent on the role. Construction operatives will also receive an in depth health and safety induction and a less detailed induction to the company and the job. |
| How does the organisation embrace employees to make them feel part of the team? | They have recently conducted an employee opinion survey and anything that comes out of it will be reviewed to see what they can improve on. The MD does employee briefings to small groups throughout the year, presents the business plan and informs staff of any changes. This is a good opportunity for staff to interact in the group and give feedback. They have an internal magazine about the people and the business and also send out regular updates as and when needed. They are also currently in the process of setting up an employee forum which will have elected representatives. With them being a construction company they have two distinct sets of employees, staff who work in head office in roles like finance, customer service or HR and operatives who work on site such as joiners, bricklayers. They do have different Terms of Service but they are very much trying to get over the 'them and us' attitude. |
| What kind of training do you provide for new starters within the organisation? | again this is dependent on the role; often they will take on school leavers and pay for them to do a degree usually in construction or Quantity Surveying. There is also an option for graduates to do post graduate qualifications such as CIMA or CIPD. Anyone who starts with the company without a degree could also be sponsored to go to university. They also take on a lot of apprentices doing their NVQ's and working towards further qualifications. As well as this there is also the option to go on further training courses which are requirements of the role or used for own personal development. |
| What benefits/rewards are offered by the organisation? | Bonus scheme in place - up to 25% of your salary if the company hits their target; competitive salary; 26 days holiday plus 8 statutory days; pension scheme; health care scheme |
| What is the recruitment process for a graduate applying for work with your organisation and what core competencies do you look for? | They mainly recruit students to go on to a sandwich placement as there would then be the option for them to continue their degree part time and work part time for the final year. The recruitment process consists of an online application form, or people can apply through company presentations held at universities. Then there is a 2 stage interview which consists of a first interview with the immediate line manager and if they are successful with this a second interview with 2 line managers. They will also need to complete a personality questionnaire. The core competencies they look for are leadership and management, planning and organising, quality and safety, communication, commercial awareness, customer focus, team work and co-operation. |
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