On average, 4.75 million people join the labor force in India per year, an analysis of the Ministry Of Labour & Employment, Labour Bureau reported, over four years from 2012. When graduation season arrives, a new pool of candidates enters the labor market ready to learn and work with organizations of all sizes and shapes. Hiring people with no work experience or experience only in temporary positions such as interns should be done differently from hiring a specialist.
Take Chances with new Joiners
A significant advantage of hiring recent college graduates is that you will be the first to give any sort of training or induction. You will be the first organization for them who will outlay rules and policies. They will understand the processes, how the organization operates, and what works for the company. You won’t have to deal with “well, at my last company we used to do it this way.” It’s a great time to build and mentor a fresher to be the employee your company desires – without having to deal with any bad habits taken up in previous jobs.
Ready, Willing and Able
If your organization is looking to add someone who can bring new ideas and perspectives to the table, a recent grad might be the. While new generations continue to get a bad reputation when the truth is there are a lot of recent college grads ready to work hard, prove themselves, and earn respect. The chances of hiring the up-and-comers right out of college and training them your way will be the perfect match for a motivated and talented employee to make an impact in your company.
Training is Everything
If your organization is looking to add someone who can bring new ideas and perspectives to the table, a recent grad might be the ideal candidate. While new generations continue to get a bad reputation when the truth is there are a lot of recent college grads ready to work hard, prove themselves, and earn respect. The chances of hiring the up-and-comers right out of college and training them your way will be the perfect match for a motivated and talented employee to make an impact in your company.
One of the most significant areas of focus should be to dedicate time and resources to train your entry-level employees. On top of being a low-cost-employee, new recruits are like clay that can be moulded into an ideal team player. This also shows the graduates that you hire with the intent of preparing them for the future and not only looking to get your work done.
Training graduates usually costs less and since they’re ready and eager to learn from the first day itself, training them becomes a joyride. They might not have all the prerequisite knowledge for the company or even the industry, but the motivation and drive with which they join, inculcating habits won’t be a problem. Eventually, employees who have spent enough time learning in the environment might themselves be ready to take on leadership positions.
A good interview process is crucial when hiring, but it’s even more critical when taking on a recent graduate who doesn’t have an established track record. Instead of screening applicants’ resumes, you can spend time getting to know the young candidate during the interview. Understand what their ambitions are and if your company’s role fits right for them.
A basic sense of maturity should also be a priority and whether or not the graduate is willing to transition from college life to adulthood. An easy way to judge this objectively is making the applicants take an aptitude test or psychometric test. Such tests are designed to measure the intelligence and emotional quotient of a person.
Don’t go too deep with skills and experience. Instead ask why the candidate was interested in the position with your company in the first place, what would be their approach if they were hired. Try and get an idea of their interest in the role and company since most people with no experience apply in almost every organization offering entry-level positions.
Timing is of the Essence
To recruit freshers effectively it’s crucial to schedule your hiring efforts right. The first thing on the list should be to have a look at whether your hiring calendar falls in accordance with the academic calendar; this will largely influence the availability of graduate talent. For example, more graduates-to-be will be looking for a job as the academic year comes to a close.
Since finding the right fit might take time, it makes sense to start looking for candidates as soon as you can. Spending time to recruit the best of the fresher talent pool will allow you to obtain the best ability with the best chances of closing early.
Did you know: For its International Graduate Program starting in September, brewing company Heineken starts the hiring process in November previous year? If you start your graduate hiring too late, you risk losing the best candidates to the competitors who have started their recruitment earlier.