7 things to consider when recruiting fresh graduates

If you receive applications from these new or upcoming graduates, in addition to the usual recruitment methods, you need to pay special attention to the following factors when deciding to select them for public positions: recruitment posting.

How does the candidate respond to criticism?

As fresh graduates, surely they will make many mistakes sometimes just basic when writing CV or interview. When you point out where they need improvement, see how they react. A candidate who recognizes your limitations and adjusts to your feedback is not only a good listener, but is also willing to learn and grow – an important skill for a new student to join the team. workers.

Has the candidate completed an internship or volunteering?

What kind of work experience did the candidate have during college? Did they participate in the internship? Working part-time while in school or internship is a good sign because it shows they are motivated and focused on their future. Particular attention should be paid to the industry skills that candidates have gained through their previous work experience or internships. And during the interview, ask them to explain how those skills would be applied in your corporate environment.

How do candidates face difficulties?

One of the best ways to identify new graduates with no work experience is to learn how they handle and overcome challenges. Ask your candidate to tell about an obstacle they faced and how they dealt with it. The answer will show whether they have the creativity, initiative or resilience to overcome failure and adversity.

Are candidate expectations realistic?

As a recent graduate, the candidate may have little or no professional work experience. However, many of them expect a high-paying, mid-level position. Therefore, look for candidates who understand the realities of the job market and are willing to take the time to gain experience. Although it takes a long time to train new graduates, many possess technology skills that are very useful in today's jobs.

Does the candidate have emotional intelligence?

If candidates have emotional intelligence, they will be more patient and considerate with colleagues, customers, superiors, and partners. They will be great representatives for you because they expect to be appreciated. So how to identify candidates with emotional intelligence? Ask about a time when the candidate made a mistake. People without emotional intelligence will have a hard time finding fault with any decision they make. And if they start emphasizing a mistake but you keep digging, they'll find a way to blame someone else.

Curious candidate?

It doesn't make sense to ask for business acumen from a 22-year-old, but you should at least see a few signs in a candidate that they will thrive in the future. Curious candidates will learn about the company, its products, its processes, its challenges, its customers, its industry, and their future at the company. Ask them interview questions like: What do you know about the company's products or services? A curious person will dig deep into the industry and company values, they will also read articles and know what the company's goals are. From there you will get more detailed and varied information than the summary points posted on the business website.

Does the candidate want to stick with the company for a long time?

Studies show that more than 50% of recent graduates spend less than 18 months with their first employer. Because it can take a few months or more for a fresh graduate to get used to the job, hiring them in the short term can affect a company's revenue and strategy. To avoid being the launch pad for these candidates, make sure they really want to work for you. Besides, it is necessary to develop and present training programs that show that the company cares about the development of employees as well as a clear salary increase roadmap. And what's more important is to deliver on what you promised. If you only offer attractive benefits and don't implement them, it's your fault that employees stay with the company for a short time.