Tips for Hiring Entry-Level Employees

It’s not unusual for old-timers or “veteran employees” to pass on tasks to their entry-level counterparts because they regard some assignments as beneath them. 

While entry-level employees are responsible for getting a significant chunk of projects done, they are usually the last to receive the praise of any sort for a job well done.

While this piece is not centered on whether entry-level employees are getting enough praise or not, it’s doesn’t take much to realize that these set of workers (speaking of entry-level employees) should be taken seriously because they will eventually grow through the ranks and fill leadership positions in the organization in the future 

The ability of an organization to source and hire incredible and qualified entry-level talents can be used as a yardstick for measuring their performance throughout the business existence. Why?

They would have succeeded in building a formidable team of high performers who will propel the business to realizing its goals. Sadly, most companies or employers don’t entry-level recruitment seriously. Most times, assessing the skills of entry-level employees is considered an afterthought. 

Tips for hiring entry-level employees that are skilled to fill positions in an organization 

As we hinted earlier, hiring managers and recruitment agencies should invest more time assessing the skill set and qualifications of entry-level employees. Continuous employment of employees who lack the skills to man positions in an organization is a recipe for failure and has the potential to run the organization aground.

To help you prevent hiring incompetent employees, here is a checklist and guide on how to find candidates that are well matched to the positions or roles they are assigned in an organization.

1. Define your ideal candidate 

To successfully identify the right candidate for a job, you must have a clear picture and detailed description of what you want in an ideal candidate. 

Whenever a position is open and entry-level candidates are considered for employment, it’s always best not to rush into choosing a candidate. Instead, step on the brakes and make time to define the traits of the perfect employee for the position.

Make a list of the best traits and skills needed for the prospective candidate to deliver on his duties and get along with the rest of the team. One way to go about making your list is to seek the opinion of employees who have filled that position in the past. That way, you are sure of developing a comprehensive profile for the ideal candidate.

2. Tag along with the team

Traditional employment methods are synonymous with time wastage and the inability of the recruitment team to make decisions in good time. As such, making the hiring process take forever to complete.

Thankfully, today there are technology-driven recruitment solutions recruiters can adopt to make the process convenient. You no longer have to wait for all the recruitment team members to be in one place for decisions to be made. 

The hiring team or recruitment agency can leverage cloud storage and candidate tracking systems to share information and assess the individual candidate. Making the process efficient, fast, and devoid of bias. 

3. Explore new talent pools

As the famous saying goes, one can’t repeat the same process and expect different results. To ensure that you are not leaving out qualified candidates in your quest for entry-level employees, get your recruitment team to look outside universities and extend their search for entry-level employees to social media, volunteer organizations, and other similar platforms that offer a qualified talent pool. 

Conclusion 

All we have shared so far are excellent and proven ways of sourcing great talents for entry-level positions. However, that is not all. Recruitment teams should also measure recruitment performance metrics to ensure that they are getting value for every recruitment and not accumulating bad hires. And one of such recruitment performance metrics is the quality of hire. 

Having this information at your fingertips will enable you to plug loopholes in the recruitment funnel and improve your recruitment operations. 

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