Should You Be Hiring New Graduates?

Should You Be Hiring New Graduates?

Are you ready for the upcoming wave of new applicants? May is a huge month for new applicants in organizations across the country, as many college graduates are applying for their first jobs. New talent, especially young talent, is essential to the continuous growth and advancement of your organization. Most organizations are hiring new graduates due to their ability to provide a fresh perspective. In fact, a study conducted by the Harvard Business Review found that 84% of organizations see value in hiring a recent graduate.

By following these four recommendations, your organization can reap the full benefits of hiring recent graduates.

  • Recruit with the best

The Harvard Business Review study discussed recruiting with your best employees. This means that in order to pull people into your organization, you have to make sure that those recruiting potential talent, HR or otherwise, are relatable to those being recruited. Employees responsible for recruiting are often the first point of contact for applicants, acting as the face of the organization. You want to put your best foot forward when making a first impression with applicants. Enabling staff with tools that eliminate paper processes and drive overall efficiencies in onboarding creates a good impression and reduces the time to fill open positions.

  • Internships are key

A survey of the graduating class of 2015 established that 72% of those graduates held an internship, apprenticeship, or co-op during their collegiate years. Internships have proven to be beneficial for both the future graduates and the organizations involved. By building the relationships early on with future graduates, organizations will have the opportunity to build and mold individuals into the ideal employee prior to bringing them onboard as a full-time employee.

  • Get in touch with the younger generation

As the generations entering the workforce continue to get younger than the hiring managers, it’s essential for those hiring managers to stay up to date with the latest trends that the younger generations are taking on [[I provided a replacement sentence in comments]]. This includes involving social media in the application process and providing new and unique ways for applicants to engage with the organization. The younger generation values different benefits than previous generations. Take a holistic look at the benefits your organization offers and ensure that they are in tune with the new generation. If not, you may need to make some changes to remain competitive in the recruiting market.

  • Prioritize screening criteria

Applicants are becoming more and more experienced due to the increased amount of internships and online learning opportunities., It is becoming harder to differentiate between the skills and experiences that applicants list on their resumes. This skilled workforce is raising the level of requirements and credentials necessary for these applicants to get these positions and creating difficult decisions for hiring managers. In order to ensure that the right people are being hired, your organization should implement progress steps to ensure that proper pre-screenings are taking place to decrease the applicant pool and only provide qualified applicants to hiring managers for review.

At the end of the day, organizations must understand the ongoing trend in the workplace towards juniorization. Organizations will continue to see younger age groups entering their workforce. In order to stay relevant and competitive, organizations must utilize innovative recruiting strategies and implement new benefit programs that can enable them to attract and retain top talent. The new employees being hired now will be the future of the organization. The next CEO of your organization could be sitting in your applicants list right now.

This DATIS Blog was written by Carlos Lozano, DATIS, on May 18th, 2016 and may not be re-posted without permission.

Written by Carlos Lozano