Fresh graduates could be a great asset to any company, for they could bring fresh ideas and they are full of enthusiasm for their first ’real world’ job. But a couple of companies may still do some things that could discourage these potential employees.
Below are some mistakes that every HR officer should avoid making when recruiting fresh grads into the workforce:
1. You evaluate based on past experience.
Fresh graduates don’t have that much experience, so the recruiting manager should look for the candidate’s potential, passion for the job position, extensive knowledge of their field and how they will fit into the company culture. You shouldn’t expect much ‘real-world’ experience from fresh graduates aside from internships.
2. You don’t highlight or offer flexible working arrangements.
According to a study conducted by PwC, millennials have a new approach to workplace productivity and flexibility. Productivity, to millennials, should not be “measured by the number of hours worked at the office” but rather “by the output of the work performed.” Since fresh graduates are part of the millennial generation, this also applies to them. They tend to care more about the more flexible working environment than high pay. You can attract them with perks such as work-from-home options and flexible work schedule.
3. The interview process is strict, even when the company is informal.
A good interview should reflect the company’s culture and work environment. If the company has a youthful and vibrant atmosphere, the interview should convey that. You could show the candidate around the office, introducing him or her to future office mates. Just remember to not fake the office environment. Too much intimidation could scare off a potential applicant away.
4. Judging candidates right away based on interviews or the resume.
Sixty-three percent of hiring decisions are made during the first 4.3 minutes of the interview, according to a study conducted by the Society for Human Resource Management. But with fresh graduates, this could be a huge mistake. They probably do not have enough experience in job interviews, so this is basically their first time putting themselves out there. When a candidate was evaluated solely on the interview or their resume, you will most likely miss the traits you are really looking for. You should give the candidate a chance to shine.
5. You don’t test the candidates’ skills.
You should test the candidate’s skills. A great way to test the candidate’s skills is to see his or her work portfolio. It can increase your ability to predict their work performance by about forty percent. Find a way to let them show off their skills. You can make them complete an assignment before the interview or you could give a test during the interview. In this way, you could really see who has the skills needed for the job.
6. You don’t treat a candidate with respect during the interview process.
If you don’t treat a candidate courteously during the interview, it would most likely negatively affect the company’s reputation in the long run. This would leave a bad impression on the candidate’s mind that could last for a long time.
To remain relevant in the changing times, companies should tailor-fit their selection process for the next generation. Companies can hire the graduates with the highest potential when they avoid making these mistakes.