Career-minded, highly trainable, willing to go the extra mile…and completely inexperienced. New college graduates are full of potential for employers who understand how to tap into the oncoming wave of jobseekers.
But employers who take a one-size-fits-all approach to hiring will lose out on the best and brightest of the next generation.
Here are four mistakes employers frequently make when trying to recruit new graduates.
1. Failing to use new recruiting methods
Today’s graduates aren’t hunting for jobs in the newspaper and there is a good chance they don’t even own a desktop computer. How are they looking for opportunities? They’re using their smartphones. In fact, nearly 53 percent of 18-to-29 year olds use their mobile devices to search for work.
And it’s not just jobs they’re researching. Online job boards and social media have made it easier than ever for jobseekers to learn everything about potential employers, from expected salary ranges to internal company culture. Your online reputation is key. Be aware of what’s being said about your company and address any issues.
If you want to attract new graduates, widen and diversify your recruiting efforts. Use LinkedIn and other social media for job postings, consider accepting text messages for job inquiries, and definitely make your job application mobile-friendly.
2. Being too critical of first impressions
For many new graduates, this is the first time they’re entering the corporate world. And while they may have had to sell themselves to get into school, test grades and transcripts did most of the heavy lifting.
Rushing to a verdict based on a candidate’s nerve-ridden interview could prevent you from realizing their true strengths, which they may not always know how to effectively communicate.
Ease interview jitters by holding the interview in a non-traditional setting like a coffee shop, or take the candidate on a tour of the company before the actual interview.
3. Focusing on experience rather than potential
It’s a given that new grads won’t come backed with years of experience. That’s why it’s important to look at where they’re headed versus where they’ve been. What new graduates lack in experience, they very often make up for in ambition, enthusiasm, and potential—all the underpinnings of a successful employee.
When speaking with candidates, here are a few things to consider: Does the candidate possess transferrable soft skills? Are they passionate about the industry? Will the job utilize their strengths? How will they fit culturally with your company?
4. Forgetting to highlight the perks of the job
Many employers mistakenly treat their job ad like a job description (yes, there is a difference)—cramming it with a laundry list of responsibilities and requirements. There’s no quicker way to get jobseekers, especially new grads, to say: Next!
When qualified workers are scarce, Hawaii employers need to really sell their job opportunities and this includes highlighting the perks that come with it. Keep in mind though, that selling to Generation Z (born 1995-2012) means more than touting the free coffee in the lunchroom.
Generally speaking, this generation is pragmatic about job expectations and they value job stability. So if your company provides training and/or room for advancement, mention it! The inexperienced hard worker of today could be a leader of tomorrow.
This article is for informational purposes only and does not constitute legal advice. Readers should first consult their attorney, accountant or adviser before acting upon any information in this article.
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