Recruiting graduates – How can we avoid costly mistakes?

Many talented young people graduate year by year. Attracting talented graduates and selecting the best talent is increasingly important. Besides an attractive organizational image, and an effective selection system, it is equally significant to create a positive candidate experience. This can be created during online and in-person recruitment processes – flexibility is key, as recruiters have to adjust to a wide variety of conditions.

How can we avoid costly mistakes that occur when selecting inadequate employees? Indeed’s study suggest that graduates apply for 23 positions before becoming an employee. This means that recruiters meet a lot of candidates who are not suitable for the job. 1 in 3 graduates feel they have not made the right choice for their first workplace. This contributes to low involvement, which results in unproductivity, high turnover that is very costly to the organization and the employee, too.

Today’s graduates value open, honest communication – they expect their recruitment to be taken seriously. The key is to paint a realistic pictures of our organization, the positions, development opportunities and it is equally as important to make them feel that we use relevant, good-quality tools to decide, who is the most suitable for the position.

SHL Hungary has been helping organizations with scientifically substantiated tools to use the best strategy when recruiting. Our Motivation Questionnaire (MQ) proved to be effective in graduate hiring. With the help of the test, we can determine what motivates the candidate for productivity. It can be used individually, but it can also complement SHL’s personality questionnaires. Because motivation can change rapidly depending on time and circumstances, it is best to use it often.

The original blogpost can be accessed here.