Provisional Blog

Interviewing New College Grads: What to Look For

April 7th, 2015
Graduation is just around the corner – and so is the influx of new college grads entering the employment marketplace. So when you’re interviewing them for opportunities within your company, how should you approach it? And what should you be on the lookout for? To help you hire right – the first time, here are some tips to help you:
Evaluate your needs
Interviewing those with little or no full-time work experience can be challenging. But you can achieve your goals in the process if you know your needs ahead of time.
For instance, do you need someone who can hit the ground running? And who isn’t going to require a lot of training and support? Then a new college grad likely isn’t for you. But if you want a candidate you can mentor and groom for senior positions in the future, then a candidate without a lot of experience could be right up your alley.
That said, do look for candidates who have internships, or volunteer or work experience on their resumes. Those types of accomplishments suggest that a candidate is a high achiever and more prepared for a full-time job than someone without any of those experiences.
Evaluate what soft skills are needed to be successful in the position
If you’re hiring for a position in sales, for instance, you know you’ll need someone who has great people skills and can handle rejection. Having those soft skills doesn’t necessarily mean having a lot of experience; it’s more about having the right personality. Use personality assessments and behavior based interview questions to ensure a new college grad will be a fit for the job requirements and your culture.
Evaluate each candidate’s professionalism
Candidates don’t need extensive work experience to show up to the interview on time, wear appropriate attire, and act in a professional and respectful manner during the interview. If they don’t know these basics, then they’re not ready to come and work for you.
Evaluate an assignment
While you can use personality assessments to evaluate soft skills, how can you effectively assess a candidate’s hard skills? One way is by giving each candidate a homework assignment. This way, you can assess their work quality, work ethic, and enthusiasm about the job. That said, don’t give them a project that’s going to take them two weeks to complete; remember, the goal here is to evaluate a candidate, not get them to perform free work.
Need more help finding your next great hire? Call the team at XX.

Graduation is just around the corner – and so is the influx of new college grads entering the employment marketplace. So when you’re interviewing them for opportunities within your company, how should you approach it? And what should you be on the lookout for?

To help you hire right – the first time, here are some tips to follow:

Evaluate your needs.

Interviewing those with little or no full-time work experience can be challenging. But you can achieve your goals in the process if you know your needs ahead of time.

For instance, do you need someone who can hit the ground running? And who isn’t going to require a lot of training and support? Then a new college grad likely isn’t for you. But if you want a candidate you can mentor and groom for senior positions in the future, then a candidate without a lot of experience could be right up your alley.

That said, do look for candidates who have internships, or volunteer or work experience on their resumes. Those types of accomplishments suggest that a candidate is a high achiever and more prepared for a full-time job than someone without any of those experiences.

Evaluate what soft skills are needed to be successful in the position.

If you’re hiring for a position in sales, for instance, you know you’ll need someone who has great people skills and can handle rejection. Having those soft skills doesn’t necessarily mean having a lot of experience; it’s more about having the right personality. Use personality assessments and behavior-based interview questions to ensure a new college grad will be a fit for the job requirements and your culture.

Evaluate each candidate’s professionalism.

Candidates don’t need extensive work experience to show up to the interview on time, wear appropriate attire, and act in a professional and respectful manner during the interview. If they don’t know these basics, then they’re not ready to come and work for you.

Evaluate their work.

While you can use personality assessments to evaluate soft skills, how can you effectively assess a candidate’s hard skills? One way is by giving each candidate a homework assignment. This way, you can assess their work quality, work ethic, and enthusiasm about the job. That said, don’t give them a project that’s going to take them two weeks to complete; remember, the goal here is to evaluate a candidate, not get them to perform free work.

Need more help finding your next great hire? Call the team at Provisional. Since 1994, we’ve been the Northwest’s leader in specialized recruiting and staffing services, placing over 6,000 direct-hire professionals with companies in Seattle, Spokane, and Coeur d’Alene.

Contact us today. We’re ready to help you find the people you need.

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