3 Mistakes You’re Making While Hiring Entry-level Employees

This is why you should hire passive candidates.


Hiring entry-level employees is typically looked at as an intelligent recruitment move. And that’s a fairly reasonable assumption, because graduates bring in fresh perspective to the workplace and share an enthusiasm for the job that often remains unparalleled. Lower salaries and an opportunity to tap into raw talent are what seem like added advantages to recruiters.


But it is at this point that things can go drastically wrong. If, as hiring managers, you’re not taking care to hire entry-level employees with the sensitivity that it requires, your company could potentially witness a very high (and consequently damaging) turnover rate.


It’s crucial to be cognizant of the very common and seemingly innocuous mistakes that recruiters can make while hiring entry-level employees.


1. Not building enough self-confidence: Entry-level candidates will do their best to appear confident in the job interview. But the truth is that at these nascent stages, the self-confidence amongst candidates is often the lowest. If you believe in their talent, it’s important to offer these employees a fair bit of reassurance (as rewards and recognition). Low self-confidence is likely to hinder their performance, which can lead them to believe that they’re no good at the job. The first step to retaining talent is to make employees believe that you need them.


Related: How Companies Can Attract and Retain Top Talent


2. Not communicating the company’s goals: It’s almost unreasonable to expect entry-level employees to figure out the company’s long-term goals and vision (especially as you see them). It is vital for the company’s leadership to acquaint the new hires with the goals, and also to explain to them how they are contributing to the overall objectives. To retain these entry-level employees and to ensure that they stay motivated and focused, it’s important to clue them into the big picture.


3. Not enabling further skill training: The scope for career growth is perhaps the strongest deciding factor for employees to stay on in a job or quit. If you’re looking to retain talent, you will have to ensure that the work-life balance is conducive to further training even as the employees continue to work with you. Entry-level employees, today, are looking for ways to enhance their skill sets and move up the ladder from their low paying jobs. If working with your company limits the scope for learning and career growth, it’s almost inevitable that your employee will quit sooner than later.


Related: Hiring Millennials? Ask them these 3 Job Interview Questions


The unfortunate trend with entry-level employees is that once they’re hired, they’re forgotten about. But because the turnover rate is the highest among these employees, it’s most important for hiring managers to understand their needs and do whatever it takes to retain this talent.


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