What attracts graduates to an organisation like the ATO and what must we provide to retain them

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What attracts graduates to an organisation
like the ATO and what must we provide to
retain them?
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• Anca Bruma
• Master in Business
  Administration
• Catherine Morales
• Bachelor in International
  Trade

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Australian Public Services

• Australian National Audit
• Australian Public Service and Commission
• Australian Prudential Regulatory Authority
• Department of Defence
• Department of Finance and Administration
• Department of Foreign Affairs and Trade
• Reserve Bank of Australia

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Attraction Factors in the APS

• Good development program
• Type and diversity of work
• Flexibility in conditions
• Career opportunities
• Job security
• Assistance in further education

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Reasons for Graduates to Leave the APS(Mac
Graduate Survey 2003)

• Skills better developed elsewhere (59)
• Stimulating work elsewhere (50)
• Better pay elsewhere (47)
• Limited promotion (50) (most
  identified by ATO graduates)
• Promotion process (42) (most
  identified by ATO graduates)

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Retention Factors for ATOs Graduates(Mac
Graduate survey 2003)

• Promotions
• Career development (further education, training)
• Personalised service (coaching / mentoring)
• Favourable working conditions
• Job security

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Satisfaction / Dissatisfaction(Mac Graduate
Survey 2003)

• Promotion opportunities
• The opportunity to utilise their skills gained
  during University lifetime
• Opportunity to discuss career prospects

• Job security
• Training provided
• Interesting work

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Internal Survey (on 28th-30th Jan to 4th Feb
2004)

• Sample Graduates Graduate Management Network
• Objective
• - selection criteria
• - experience gained during Graduate
  Program
• - the relationship between their
  experiences and career expectations
• Factors influencing their response
• - final placements
• - driving motivations
• - met / unmet expectations
• - tasks given

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Recommendations

• Recruitment budgets allocate in advance
• Information pack included with Letter of Offer
• Improve Client Relationship between Graduate
  Managers and Team Leaders
• Match graduate degree skills with rotations
• Mentoring sessions for career development
• Tailored workbook assessment

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The Relationship Process
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Communication GAP

• Among the Graduate Management Network the
  Graduates during peak period
• Big gap in Communicating the expectations and
  requirements between the Graduates and the ATO

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Strategy

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Tasks of the Graduate Liaison Officer

• Personalised service (coaching / mentoring )
• On going qualitative in-depth analysis
• Identify career opportunities
• Provide report findings to the Graduate
  Management Network
• Strengthening the sense of belongingness for
  Graduates

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Implementation

• When December 2004
• Cost 46,656 (salary plus other costs)
• Where ATO Melbourne region
• How Internal / External recruitment
• Education Master / MBA Human Resources
• Job type contract / part time

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Outcome

• Maximised retention rate
• Better match Graduates Business Lines
• Career path mapping
• Improved communication
• Delivery of realistic expectations
• Greater commitment to the organisation