As someone who is in charge of bringing talent into your company -- whether they’re new to the industry, the position, or just to the company itself -- it may seem counterintuitive to hire students or recent graduates. But these candidates can sometimes be better for your company than a seasoned professional. Here’s why.
- Hiring students or recent graduates is good for your profit margin. Ultimately, you save on yearly salaries since the lack of experience means a lower employee compensation package.
- Most students are much more comfortable with new(er) technology than older generations. This younger batch is more dependent on computer technology, and they’re eager to adopt new gadgets and digital solutions. They can navigate easily through work-related programs and apps. In addition, they’re usually more comfortable with the Internet and social media; both are important parts of their lives and daily interactions. This can translate into knowing how and when to use these tools in their new jobs, as well.
- They’re used to rapid changes and can easily adapt to different situations. They’re perfectly positioned to evolve with the company and embrace change.
- Students and recent graduates are easier to manage. They aren’t set in their ways or hidebound in their opinions. This might be from lack of experience or just being used to learning all the time thanks to just being in school, but it means they can be molded into model employees.
- If younger talent are provided mentorship, training, and an opportunity to develop skills, they’re likely to stay with company and grow. Retention doesn’t just prevent turnover, it increases intellectual and financial capital in the long run. Plus, you can train them for higher positions, reducing the need to hire externally.
- They are quick, adaptable learners. They’re eager to absorb information, and they’re more adaptable to new instructions and training. They’re also accustomed to asking questions when things are unclear, either to fellow students (now colleagues) or professors (now team leads and managers). This means they aren’t afraid to admit gaps in their knowledge or welcome instruction.
- Students and recent graduates are more collaborative thanks to all those group projects in class. They’re used to working with others (whether they like them or not), and will assume that’s the norm unless told otherwise.
- They bring new perspectives to the company: Adding younger employees helps create/expand diversity; and, being fresh out of school, they’re eager to pursue new ideas and avenues. All of this helps create new insights about and for the company.
- They tend to fall outside of the office politics since they aren’t entrenched in one camp or another. They have no real concept of the issues that more tenured employees feel are important, so they won’t take sides or be concerned with rumors.
- They usually welcome training and seminars to become more familiar with the job and duties, and to expand their skill sets.
- Using internships means you can offer students and recent grads a way to see if they are a good fit (both for the student and the company). It’s a proven, time-honored way to test out potential employees without long-term expectations.
- Most students and other young hires are willing to travel. They’re excited to see the world and usually have less commitments at home. This means they’re more willing to visit different areas or offices, either temporarily or permanently, than more established employees.
- If you build up a good relationship with the career center of a school, you gain access to more students in the future, which means the best and brightest are yours for the picking.
Clearly, hiring students and recent graduates has many advantages, but how are you supposed to find them and bring them aboard? Come back next week to find out the special tips and tricks for hiring them.