For graduates applying for their first role out of full-time education, choosing the right role, at the right company, and accepting the right salary, can be a very daunting task. This can involve learning how to put your best foot forward with your online employment profiles, CV, cover letters.
While the employment market has recovered somewhat post COVID, with the employment rate reaching just under 73 per cent in Q1 of 2022, it remains difficult for young people just out of education to find the right role for them. Particularly now, in the midst of a cost of living crisis with inflation at record levels, it is more important than ever for graduates to enter positions where they are compensated appropriately.
Jeanne McDonagh, CEO and founder of the Open Doors Initiative, an organisation that creates pathways to work through training, education and employment for marginalised groups, says: “Many companies may feel that graduates are lucky to get a start, and this is true. It can be hard to find the right fit in terms of work when you are starting out, and facing into the unknowns of the work culture can present barriers to some.”
“We strongly believe that all internships and grad roles should be paid at least a living wage – not all grads are able to self-fund and there are expectations in terms of suitable clothing, travel to the workplace, socialising with colleagues, lunch etc that all require support.”
Orla Bannon of Trinity College Dublin’s Career Service agrees. “If an intern is actively participating in work that adds value to the business, is being supervised, and has responsibilities similar to employees, then the intern is classed as an employee and has a right to be paid national minimum wage.”
This, Bannon believes, will help ensure that internships and other roles coveted by graduates will not become limited to a single class. “This ensures wider access and allows people from varied economic backgrounds to access internships.”
Brendan Baker, Head of the Careers Service at Maynooth University would also counsel any graduates against undertaking any unpaid internships or placements in order to gain experience. “You have to be worth something”, he says.
McDonagh makes the point that there are other costs for employees that prospective employers must take into consideration, such as accommodation (and the cost of relocation, if applicable), childcare, and other reasonable accommodations that may need to be made, taking an individual’s personal circumstances into account. “These are all considerations that employers need to figure into any offer to graduates, regardless of background, nationality and ability, to encourage a diverse and creative workforce from the start.”
Baker says that graduates sometimes underestimate themselves due to their lack of experience, which can lead to them accepting less than they are capable of. “The biggest issue we find with graduates is in terms of their self confidence and their self awareness, this whole thing of imposter syndrome.” In fact Maynooth Career Service runs workshops in this area to ensure that graduates are fully prepared to begin applying for jobs, and know what they are worth when it comes to it, as well as workshops on adapting to the professional workplace.
Bannon reiterates that it is necessary that graduates are aware of what job specifications entail, and what employer’s expectations actually are. “It’s important for graduates to know that job descriptions outline an employer’s ‘ideal candidate’, but that person probably doesn’t exist. Employers hire you for your skills and knowledge but also for your potential, as well as your enthusiasm for the role, company or sector.”
Even if a graduate does not tick every box on the job specification list, it does not mean that they should not apply. “We hear time and time again from employers that candidates who come across as genuinely interested in the role can stand out above others who might be a better fit on paper, so don’t underestimate the power of letting an employer know why you would really like the job.”
When applying for your first role after studying, many find it difficult to negotiate the initial salary offered, as they may be lacking in experience. In some industries, pay scales are rigid, and you will see pay increases in line with your tenure or as you reach certain grades. This is very common in the public sector, or when completing graduate schemes. Elsewhere, remuneration can, and should be negotiated.
Often salary reviews are annual, and in some cases even more regular affairs, and are opportunities to ask for pay increases. Standard annual pay rises tend to range between three and five per cent, however depending on performance it is not uncommon to discuss a larger increase. When asking for a pay increase when you are not being promoted, be prepared to list the reasons why you are deserving of a raise. The higher the increase you are looking for, the more reasons you should have and the better they should be.
Doing some research ahead of time can also be very helpful when asking for a pay increase. Websites like Glassdoor and PayScale offer many insights as to what the salary range for certain positions are, allowing you to quote the market rate when you suggest a pay rise. Also LinkedIn Salary is also an excellent tool for this, as it allows you to filter by location too, to get a better idea of what people in your role are being paid in your area.
You should also make sure to arrange a specific meeting with your boss to discuss your performance and salary, be it in person or over video call. This allows you both the adequate time to discuss it properly, rather than springing it on them at what could be an inopportune time, where they will not be able to give your request the time and attention it deserves, and also allows you time to prepare exactly what it is you want to say. Also, if you have access to or are aware of your manager or boss’s schedule, try and arrange this meeting when they are not under a lot of pressure, or on a day when they do not have back to back meetings.
It is also important to be aware of the climate at your company when deciding when to ask for a pay increase. If your company has recently expanded and is doing exceptionally well, now could be the ideal time to discuss your pay and progression within the company. However, if the company has just had a poor quarter, and has had to recently let people go, it may be best to wait until a more suitable time.
If the answer is a no, that is unfortunate but it does happen. Be prepared for some resistance and to state your case, but if it has been made clear that the money simply isn’t there at the moment, there may be nothing else you can do (for the moment). Use this as an opportunity to ask if you could potentially upskill in your area, or if there is a particular area of work you would like to get more involved in. This way, you are putting your best foot forward while making yourself the best candidate for a promotion the next time around, while also enhancing your CV should you choose to move to another company.
Many workplaces will have a union and it is worth checking with colleagues to see what union represents your new fellow workers. Unions protect the rights and interests of members and membership will mean you should benefit from agreements over pay, sick leave, holidays and job security.
