Rules and Guidelines
Want to participate in the discussions? Please read our Community Rules and Guidelines. Need some help? Visit Support and Answers.

  • State Not Answered
  • Locked Locked
  • Replies 2 replies
  • Subscribers 15 subscribers
  • Views 230 views
  • Users 0 members are here
Options
You may also be interested in
This discussion has been locked.
You can no longer post new replies to this discussion. If you have a question you can start a new discussion

Hints/tips when hiring a recent graduate?

Stephen Hewitson

Hi,

 

We are in the process of hiring a graduate and someone with 2-3 years of industry experience, both to be working on embedded software projects. 

I want to invest my time and experience in a focused way, and allow them both to grow as engineers. The team will just be the 3 of us (I have been in the industry for 10-15 years and have mentored before but without a framework), and I want to make sure that no time is wasted. 

My aim is to use the IEng competency framework as a base, but any advice is highly welcome.

Thanks

Parents
  • 0

    …another thought did come!

    What do your clients (internal or external) think your team's competences should be? Are you able to meet these at the moment? If so then do the new starters meet these immediately, or do they need a development plan to get there? If your team does not have the right competences at the moment (and be really honest about this), is this an opportunity to develop those skills in your team by developing them in your new starters?

    Just a note of caution here, the new starters will probably be expecting you to mentor them, which is really hard if you're trying to get them to fill a gap by developing skills you don't have. Even if you can't mentor them in the skill itself, make sure that you are supporting them in the process of obtaining it. Be prepared to be a sounding board for ideas, help them select worthwhile training opportunities, try to find them projects where they can did their toe into the new skill at relatively low risk.

    Cheers,

    Andy

Reply
  • 0

    …another thought did come!

    What do your clients (internal or external) think your team's competences should be? Are you able to meet these at the moment? If so then do the new starters meet these immediately, or do they need a development plan to get there? If your team does not have the right competences at the moment (and be really honest about this), is this an opportunity to develop those skills in your team by developing them in your new starters?

    Just a note of caution here, the new starters will probably be expecting you to mentor them, which is really hard if you're trying to get them to fill a gap by developing skills you don't have. Even if you can't mentor them in the skill itself, make sure that you are supporting them in the process of obtaining it. Be prepared to be a sounding board for ideas, help them select worthwhile training opportunities, try to find them projects where they can did their toe into the new skill at relatively low risk.

    Cheers,

    Andy

Children
No Data

Community Rules & Guidelines