Hiring from a college or university can be a great way to infuse fresh perspectives and a young energy into an organization. It can also be a great way to find new talent who are up to date on technology.
However, those who are hiring from these institutions are often faced with unique challenges and potential pitfalls. In this article, we will explore the top ten mistakes that many HR recruiters make when hiring from campus, and how to effectively avoid them.
What Are the Most Common Mistakes When Hiring From Campus?
When recruiting from a college or university, there are myriad mistakes that can be made in the hiring process.
Reliance on Resumes: The most common ones include relying too heavily on resumes, failing to do a thorough background check, not understanding how to attract and engage with the right candidates, and ignoring diversity and inclusion goals.
Emphasizing Technical Skills Over Interpersonal Skills: Many of the wrong candidates are chosen because employers focus solely on technical skills over soft or interpersonal ones, or neglect to provide guidance and mentorship opportunities to new hires.
Insufficient Job and Company Information: Another common mistake is not providing enough information about the job and company to potential candidates. This can lead to confusion and a lack of interest in the position.
Awareness of Job Market Competition: Employers should be aware of the current job market and the competition for talent. If the salary and benefits offered are not competitive, it can be difficult to attract the best candidates.
Relying Too Heavily on Resumes
Resumes are an important part of finding the right candidates, but young professionals who lack experience still have a lot to offer. Therefore, relying solely on resumes does not give potential employers a full picture of the candidate, who may be strong in other areas.
Instead, companies should invest their time in evaluating other key characteristics such as motivation, determination and the drive to learn. Additionally, creating a job listing with a detailed description can help unveil a candidate’s personality and attitude – both of which are equally important.
In addition to resumes and job listings, employers should also consider conducting interviews with potential candidates. This will give employers the opportunity to ask questions and get to know the candidate on a more personal level.
Interviews can also help employers determine if the candidate is a good fit for the company culture and if they have the necessary skills to succeed in the role. Ultimately, employers should take the time to evaluate all aspects of a candidate before making a hiring decision.
Not Doing a Thorough Background Check
Before hiring anyone, employers should do a thorough background check on the individual.
Reference Checks: Looking into previous work, educational achievements, and any legal issues or criminal records that could give more insight into their character.
Specialized Position: Additionally, it is important to conduct reference checks for more specialized positions in order to ensure that the person is capable of delivering the required deliverables.
Social Media Presence: It is also important to consider the individual’s social media presence when conducting a background check. Social media can provide insight into the individual’s character, values, and interests, which can be useful in determining if they are the right fit for the job.
Online Reviews and Ratings: Employers should also consider any online reviews or ratings that the individual may have received from previous employers or customers.
Failing to Clearly Communicate Expectations
It is imperative that an employer provides clarity when communicating expectations with potential hires.
Job Aspects and Responsibilities: All aspects of the job should be made clear before proceeding with any hire. Furthermore, expectations should be regularly reviewed and updated so that both the employee and employer are aware of the current job demands.
Confusion and Frustration: When expectations are not clearly communicated, it can lead to confusion and frustration for both parties. This can result in a lack of productivity and a decrease in morale.
Timely Communication of Changes: It is important to ensure that expectations are communicated in a timely manner and that any changes are discussed with the employee. This will help to ensure that the employee is aware of their responsibilities and can work to the best of their ability.
Not Understanding How to Attract the Right Candidates
Attracting the right talent is key when recruiting from campus.
Industry Knowledge and Job Listings: Employers should have an extensive knowledge of their industry and post job listings on multiple websites and/or networking channels in order to reach as many qualified candidates as possible.
Job Posting Insights: Employers should ensure their job postings provide enough insight into their company mission and values, and incentivize potential applicants with attractive perks or competitive salaries.
Virtual Events and Webinars: In addition, employers should consider hosting virtual events or webinars to engage with potential candidates. This will allow employers to showcase their company culture and values, as well as provide an opportunity for potential candidates to ask questions and learn more about the company.
Employers should also consider partnering with universities or student organizations to increase their visibility and reach a larger pool of potential candidates.
Ignoring Diversity and Inclusion Goals
Including diverse candidates in the hiring process helps foster an inclusive workplace culture and ensure creativity.
Research on Underrepresented Candidates: When looking for young professionals, research should always be done as to how successful candidates from underrepresented communities are performing in similar roles across organizations.
Impact of Recruitment Process on Diversity and Inclusion: This includes ensuring that job postings are accessible to all potential candidates, and that the recruitment process is free from bias.
Additionally, organizations should strive to create a workplace culture that is welcoming and supportive of all employees, regardless of their background.
Focusing Solely on Technical Skills
Many organizations mistakenly prioritize technical experiences over interpersonal skills. When hiring from campus, employers must recognize the value of soft skills such as communication, problem-solving and strategic thinking.
These will be crucial for younger professionals adjusting to a new job environment.
Not Utilizing Campus Resources and Networks
College campuses often have a wide range of resources available that employers may not be aware of. Such resources include career centres, extracurricular activities and organizations, student organizations or groups connected to specific industries, and alumni networks.
Utilizing these not only makes it easier to find qualified candidates, but also make it possible for potential employers to gain a better understanding of each student’s unique skillsets.
Not Researching Employability of Candidates After Graduation
When recruiting from a college or university, employers must constantly evaluate whether their hires meet current industry standards once they graduate.
One way of doing this is by establishing relationships with professors or alumni from certain institutions. This will help employers identify a student’s future potential.
Overlooking Soft Skills
Soft skills such as communication, collaboration and problem solving is just as important as technical proficiency when evaluating job candidates. While interviewing, look out for components such as clear-thinking, work ethic and enthusiasm – all of which are elements that cannot always be taught.
Not Providing Guidance and Mentorship Opportunities to New Hires
Finally, mentorship opportunities should always be made available for new hires. It is important that these mentors have adequate training on being an effective mentor in order to assist these young professionals in their transition into the workplace.
Additionally, providing guidance helps create solid relationships between managers and employees which helps bridge any potential gaps in knowledge or work experience.
How to Avoid These Mistakes When Hiring from Campus
The best way to avoid making costly mistakes when hiring from campus is by taking the time to review all aspects of the recruitment process. This includes conducting thorough background checks, researching employability of potential candidates after graduation, and providing mentorship opportunities for new hires.
Additionally, it is imperative that employers understand how to attract and engage with the right candidates by properlyinvesting their time into setting up effective recruitment strategies. Lastly, they must prioritize interpersonal skills while evaluating job applicants as they are just as important as technical ones.
