Hiring Graduates? What To Avoid

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Common Mistakes Managers Make When Hiring Graduates

Thinking about hiring graduates to staff up for the New Year? Well you are not alone. In fact, according to the National Association of Colleges and Employers, many companies plan to increase graduate hire rates by more than 10% in the coming year.

Unfortunately, that doesn’t always mean that managers do the right things when they’re looking to hire qualified candidates for appropriate positions. We’ve compiled the most common mistakes managers make when hiring graduates to help you avoid them.

Paying Too Little

It stands to reason that recent college graduates aren’t going to be pulling in big salaries for entry-level positions. Many graduates complain that simply finding a job that pays them enough to cover basic expenses like rent, as well as paying back those student loans, can be very difficult.

Employers may not be able to pay everybody top-tier money, but working with potentially talented employees and meeting salary needs is important. That’s especially true if you want to turn promising graduates into superstar employees down the road.

If you don’t pay the best and the brightest enough to get by, they’ll jump ship out of necessity even if they like your company.

Not Providing Enough Training

Recent graduates are, for the most part, happy to be employed when they’re right out of school. However, among the top complaints you’ll find among those just entering the workforce is not getting enough training when they first start a job.

While the graduate may have gone to school with a major that pertains to their job, the fact is that college life and work life are generally very different. Even if a graduate is qualified and will meet the demands of their job over time, a lack of on-the-job training can lead to disappointment for both the employer and the employee.

Forgetting About Continuing Education

When it comes to graduates that have just left school and landed jobs, many people would assume that continuing education would be the last thing on their mind. For many recent graduates though, a lack of support for continuing education is seen as a major issue.

That’s because many in the younger generation feel that a lack of continuing education also ensures an inability to move up within the company they’re working for, or find other positions down the road. For a younger generation, more education ensures autonomy, which is particularly important for millennials entering the workforce.

Inability to Build Self-Confidence

For young people who have just finished school and started jobs, self-confidence is what will get them through the difficult first few months of a job. Self-confidence is also what will propel employees to doing their best work.

Young employees need managers that will build their self-confidence so they can reach their potential in a new work environment and position. Without building that self-confidence, managers will find it difficult to find the rising stars among their ranks since there may not be many.

Not Setting Clear Company Goals

When an employee starts a new job, understanding the company’s overarching aims and goals can help them perform better and feel connected to the company and its mission. Many young employees feel like they’re never given a clear set of goals though.

For millennials, that murky sense of responsibility with no clear aims can be difficult to process. If managers want employees to meet goals at work, employees need to understand what those goals are and how they’re helping their company meet them.

HR Expertise On Demand

If you’re a small or emerging business thinking about hiring graduates, or  would like some help developing a talent acquisition strategy, visit the PeoplePro site —we’re ready to help so you can focus on your business.

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