The process of hiring is a very serious and demanding one and it becomes even tougher for everybody involved during the months of May and June, when college graduates are ready to flood the market. E-mails, online applications, phone calls and tweets can overwhelm HR and talent acquisition departments, according to Robert LaBombard. To hire correctly and to manage a sudden overload of applicants, businesses need to put in the time, resources and processes to make the right decisions and not look at it as “another chore”, according to Ron McGowan, who is also a best-selling author.
If employers take the time to properly assess the cover letters, resumes and online applications they receive, the prospects of successful hiring can be secured.
Ziprecruiter came up with a fascinating read. If employers take the time to properly assess the cover letters, resumes and online applications they receive, the prospects of successful hiring can be secured. LaBombard’s and McGowan’s tips do not only prepare HR departments and employers for the onrush of applications from college graduates, but they also help businesses implement successful, efficient and cost effective entry level hires.
#1. Recognize the uniqueness of entry-level resumes.
Usually, many recent graduates may not possess any previous work experience. In the recruitment world, it is a typical phenomenon for recruiters to overlook the resumes of great new graduates only because of a natural bias for experienced candidates.
In the recruitment world, it is a typical phenomenon for recruiters to overlook the resumes of great new graduates only because of a natural bias for experienced candidates.
#2. Establish a separate and dedicated application process for college graduates.
This separate application process can be established by the inclusion of a unique email address linked to these job postings or a unique application procedure for online applicants. When it comes to college graduates, recruiters should always incorporate in the process, a confirmation email to job applicants to acknowledge the receipt of the application.
#3. Determine screening criteria.
A common area of concern for recruiters is that most entry level resumes look the same and it is difficult to differentiate average from top candidates. A good solution for recruiters is to clearly establish in the job vacancy text those criteria that are the most important for the current position. Example of these criteria can be: A candidates major, course work, GPA and other academic parameters, transferable work experience and participation in extra-curricular activities.
#4. Training hiring managers on how to interview entry-level candidates.
Interviewing entry-level candidates is a difficult task for many recruiters. As new graduates lack work experience, many recruiters are often lost when interviewing college graduates. The best solution to this recurring issue is to train managers on behavioural based interviewing techniques, which can facilitate in the identification of transferable skills required for success in the position.
As new graduates lack work experience, many recruiters are often lost when interviewing college graduates.
#5. Don’t hesitate to bring outside resources.
In order to find a perfect match for the position, among entry-level graduates, recruiters must possess a keen understanding of the millenial candidates. This understanding should be in place in every step of the recruitment process, whether it is on generating resume flow, screening, interviewing, hiring and onboarding. If recruiters lack this understanding, a good solution would be to outsource the recruitment process in a college recruiting firm. This solution is particularly effective for small and medium sized firms.
#6. Website visitors
Recruiters should assess whether candidates indicated in their CV that they have looked at the employer’s website or that they have some prior knowledge about the sector of the company. Such indication by the graduates can demonstrate whether they have thought about the employer’s needs as well as their level of confidence of meeting them.
Recruiters should assess whether candidates indicated in their CV that they have looked at the employer’s website.
#7. Background benefits
Another element that recruiters should look for in candidates’ CVs is the provision of examples of how their background and education can benefit the employer. Ideally, their response must target and answer the key points spelled out in the job vacancy and be in just one place in the CV and not spread throughout it. CVs with examples that clearly demonstrate a unique and genuine interest of the candidate to work for the company and not a person that responds to any vacancy, are the type of CVs that recruiters should look for.
Recruiters should look for CVs with examples that clearly demonstrate a unique and genuine interest of the candidate to work for the company.
#8. Degree differentiators
A strong differentiator between average and top candidates is their degree. Their degree should be related to the sector of the company. Good supplements to the degree, that recruiters should look for in the resumes, are any group or association related to the sector of the company that the candidate has joined or any other related blogs or newsletters that the candidates have read.
#9. Personality traits
Lastly, recruiters should pay attention to several personality traits of the candidates. Are the applicants flexible and willing to chip in and do whatever is needed on any given day or do they look for a stable and predictable environment with low levels of uncertainty? Are they entrepreneurial or are they looking for a traditional job?