Are the entry-level candidates you’re interviewing ready to hit the ground running if hired? Some executives surveyed recently said they can tell within a couple of weeks whether a new employee will succeed. In the Fall of last year, an online survey was conducted by Harris Poll & Fullbridge Inc. where “319 executives at companies with a revenue of at least $1 billion in the summer of 2015 to gauge opinions about entry level employees.” Below were the findings:
27% executives think employers form an initial opinion as to whether an entry level employee will be successful in less than two weeks.
78% form an opinion in less than three months.
To add to those findings, most executives indicated they’d prefer a candidate with “previous internship or training experience over a candidate with a high college grade point average.” None of these results are too surprising. New employees are expected to make an impact. That said, filtering out those applicants unable to hit the ground running is even more vital. How do you determine which would be the right fit? By taking the time to measure the quality of a candidate before your hire them. Here are some tips to do just that.
Tips to find the right entry-level candidate
- Job Description: Defining the job description with precision is one of the most important steps. Be sure and detail the types of skills necessary and the expectations that may come with that position. Consider the aspects that add to the position’s complexities such as team integration, work/project challenges, management style and even corporate culture. Are there any skills lacking that you’re willing to train? Determining this information ahead of time will allow you to focus on the best possible candidate for the position. When reviewing the resumes and then interviewing, take notes to determine the likelihood of that applicant succeeding.
- Interviewing: Does the candidate have previous training or work experience? Most executives surveyed above indicated these aspects were important, but as many of us know, entry-level candidates may not have the training or the experience to step into a position. Their work history might be minimal, but it’s important just the same. Take an in-depth review and evaluate a candidate’s response carefully. Additionally, review the basic skills needed such as computer, customer management or even team skills. Ask interview questions about potential work challenges and how a candidate might manage those issues.
- Final Evaluation: With each step in the recruiting and interviewing process, you should have some sort of a ranking system that gauges the applicants and narrows your list to the top tier of candidates. Defining the methodology of that system should be done by the hiring and department manager. If your top candidates rank well in the evaluation and interviewing process, then you’re half way there to hiring a candidate who can succeed within your company.
Don’t get blindsided by hiring the wrong entry-level employees. Take the time on the front end and you’ll see better results. If you’re struggling with getting the right fit within your business, give us a call (847-619-1600.) We can source, evaluate and hire at every level for your business. Contact us today for a free consultation.
ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the Founder and CEO of Corporate Resources of Illinois, an employment & staffing agency with over 20+years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.
