Tarsus Graduate Program

2022
”Class of 92”
Contents
• Objectives
• The proposition
• The package
• Recruitment
• Management
• Retention
• Actions
• Budget
Objectives
• Inject fresh talent

• Increase quality of junior/mid levels

• Within 2/3 years put pressure on mid-management levels

The Proposition
• Two distinct streams
• Exhibition management – 2 hires
• Gess/ Smarter – under Matt
• Labels – under Jade
• Marketing – 2 hires
• Smarter
• Labels
• Identify whether there is a group project that the Grads could work on together – A Smarter launch?
• Two-year program

• Coaching and mentoring within the program

• A dedicated mentor will be assigned to each trainee
• An external mentor will be engaged to run regular training sessions

• Potential support for professional qualifications – i.e. CIM for marketing

The Package

• Starting salary – to discuss – suggest £27.5 to £30K

• Annual bonus entitlement – 10%

• Permanent contract

• Scope for international travel and event visits

• Normal Tarsus Benefits

• Structured development, objectives aligned with salary increases

• Opportunity of earning £40K+ after 2 years

Attraction – Recruitment Consultancy
• Goodman Masson engaged
• Finalising engagement letter
• Non-exclusive arrangement negotiated
• They are not allowed to approach the Grads for 3 years

• Positives • Negatives
• Less admin resourcing • Cost –15% of salary
• Create shortlist • Retention
• Hiring experience • Hires will stay on their records and
will be approached for other roles
in future
Attraction – internal resource
• Advertise on Prospects https://www.prospects.ac.uk – main grads
sourcing site
• Advertise on free sites (part of ATS?)

• Positives Negatives
• Low cost Time consuming
• High volume Resourcing of process
• Same candidates as RC’s Potential unconscious bias
Selection process
• Identify essential skills/characteristics/qualifications
• Assessment day – content
• When, where
• Who involved on the day (interviewers, assessors)
• How many candidates to invite (suggest 6 for every single role)
• Process – interviews, exercises (to test key requirements, i.e. organisation
skills, creativity?) potentially psychometrics?
• Presentation on Tarsus, the roles, the programme
• Final selection of the right candidates
Implementing a grad program

Design Induction:
Fastest route to
Identify roles and
productivity, to
host teams: Design the
cover everything Training: Regular
Design the ‘offer’: Smaller teams selection process: Establish key Integration:
you need to know business and
What is the seem to be more to include: connections: Line Planned
about working and technical training +
opportunity? Why successful in application, sift Manager, Buddy, experience, further
everything you possible
Tarsus? How will providing broader technique, first Mentor, Process stretch/
need to know qualification route.
the program work? and quicker interviews, owner/talent developmental
about Tarsus. Quarterly formal
How do you apply? experience. Quality assessment centre, Manager projects
Design reviews.
of Line Manager is final interviews
competence
critical
assessment and
sign off.
Managing the Grads
• The line manager needs to understand and welcome the challenge of
a new Graduate
• Provide development support for selected line managers
• Source internal ‘buddy’ for each
• Selection of senior Mentors
• Training for Mentors
• External mentor/ training sessions for Grads too
Retention
• Create a structured development plan
• Agree training schedule
• Review – formal, informal
• Agree package progression – normal annual salary rises will not retain
high performers
Actions - next steps
• Engage Goodman Masson - Done
• Engage with divisional leaders - Done
• Get feedin from HR/ training resources – both done
• Approve salary and development packages
• Create job ad & job description
• Finalise where the grads are to be placed
• Selection criteria
• Agree where and when assessment day
• Agree the agenda for assessment day
• Finalise “Tarsus Journey” for grads over the next 18-24 months
• Create & deliver training plan – Andy Hedge
Budget

• 4 hires - £27,500 basic salary pa, normal benefits and potential 10%
bonus

• External recruitment firm - £16,500

• External trainer - £15,000