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3 Top Strategies for Hiring New Grads Who Perfectly Fit the Job

If you’re an employer or HR professional, you’re probably used to sorting through many resumes from new graduates. As Infor Blog explains, “Many recent college graduates who are eager to begin their careers have impressive GPAs and long lists of accomplishments”, yet they have little to no work experience. Sorting through resumes can be exhausting and also bewildering. How can you be sure the resumes you select really represent candidates that would be a good fit for the job? What criteria should you use to evaluate which resumes make it to the interview stage?

Geekbidz: Many recent college graduates who are eager to begin their careers have impressive GPAs and long lists of accomplishments”, yet they have little to no work experience
"Many recent college graduates who are eager to begin their careers have impressive GPAs and long lists of accomplishments”, yet they have little to no work experience

These questions are all the more vital given the steep costs of employee turnover. Employee turnover can cost employees 33 percent of an employee’s yearly wages, according to Forbes. If an employee earned $60,000 a year, therefore, the cost of replacing the employee would be $20,000...and Forbes notes, “Considering that a survey from Willis Tower Watson found that one in three hires will leave a company within two years, you see how quickly this can add up.”

Geekbidz: Employee turnover can cost employees 33 percent of an employee’s yearly wages
Employee turnover can cost employees 33 percent of an employee’s yearly wages

As an employer, you certainly want the new graduate you hire to be a good fit for the job, or you will have to face the costs of high employee turnover, either from the new hire leaving or from your decision to let go of a poorly suited new employee.


How can an HR professional sift through resumes from many qualified new graduates to find the best candidates for the job? Here are three solutions every employer should consider:


Become aware of your own biases

Geekbidz; If you’re like many HR professionals, you’re bombarded with resumes from new graduates and short on time to evaluate them.
If you’re like many HR professionals, you’re bombarded with resumes from new graduates and short on time to evaluate them.

If you’re like many HR professionals, you’re bombarded with resumes from new graduates and short on time to evaluate them. If you find yourself picking out resumes based on the schools the applicants graduated from, think again. According to Infor Blog, “Nearly every employer assumes that the more prestigious the college or university, the better the candidate.” Employers also need to ask themselves, however, “Are these candidates the best fit for an existing position, and will they be the right fit for the employer’s future needs?”


Simply realizing your own biases won’t help you choose the right new graduate, but it can make you aware of the flaws in your approach to selecting candidates and train yourself to ask better questions, such as querying the candidate’s suitability for your future needs.


Use a pre-employment test

Geekbidz: Pre-employment tests may be especially suited to employers who are trying to sift through resumes from new grads, in order to get a clue about their aptitudes.
Pre-employment tests may be especially suited to employers who are trying to sift through resumes from new grads, in order to get a clue about their aptitudes.

Pre-employment tests can take various forms, including aptitude tests, personality tests, emotional intelligence tests, risk tests, and skills tests. Criteria Corp explains why organizations should use pre-employment tests: “Pre-employment tests can provide tremendous value for organizations seeking to find the right talent. By adding pre-employment assessments to the candidate selection process, companies of all sizes can get a better handle on the vast pool of candidates.” Pre-employment tests may be especially suited to employers who are trying to sift through resumes from new graduates who are just looking for recent graduate jobs, in order to get a clue about their aptitudes.


Try a skills-based hiring platform

Geekbidz: With Geekbidz, employers can offer job seekers an on-the-job evaluation.
With Geekbidz, employers can offer job seekers an on-the-job evaluation.

These days, Artificial Intelligence allows employers to do more than simply give candidates pre-employment tests: it provides opportunities for sophisticated, innovative hiring platforms like Geekbidz, which allows candidates to not only perform skills assessments, but also pairs employers with candidates who best fit their skill requirements. Employers can then offer job seekers an on-the-job evaluation where they can showcase their skills and allow employers to further evaluate whether they are a good fit for the position, while feeling confident that the candidate, even if he or she is a recent graduate, has already scored highly on skills that fit the job opening.


Reduce the Costs of High Employee Turnover by Trying These Strategies to Hire New Grads with Confidence

Geekbidz; Employers receive so many resumes that HR professionals find it difficult to determine which candidates to even invite to an interview.
Employers receive so many resumes that HR professionals find it difficult to determine which candidates to even invite to an interview.

For new graduates looking for “recent graduate jobs”—jobs that will hire recent graduates—finding a job is nerve-wracking, but the hiring process is anxiety-inducing for employers, too. Employers receive so many resumes, yet when dealing with new graduates who have minimal work experience, HR professionals find it difficult to determine which candidates to even invite to an interview. By becoming aware of the bias inherent in how you select candidates, training yourself to ask more relevant questions, and focusing on skills-based and AI-based approaches, you can set yourself up for a more efficient hiring experience that selects the best-fit candidate for your job opening and retains the candidate for years to come.

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