Spring is here and graduation is just around the corner. And if your company is hiring – particularly for entry level positions – then you’re sure to receive an influx of resumes from recent university graduates very soon.
However, as one of the leading staffing agencies in Winnipeg, we know it can be a challenge hiring individuals from this demographic since many don’t have an extensive work history for you to evaluate. So how can you ensure that you properly assess them – and make the right hiring decision for your company? It all starts with asking the right questions. Here are some tips to get you started:
Ask questions about communication skills.
Regardless of the industry you work in or the position you’re hiring for, strong communication skills are an absolute must. So make sure you ask lots of questions that force candidates to answer beyond a simple “yes” or “no”. Also ask questions that showcase a candidate’s power (or lack of) of persuasion – for instance, “You don’t have a lot of experience. Why should I hire you?”
Ask questions about organizational abilities.
Time management and the ability to prioritize are important for any position. To ensure your fresh-faced candidate can stay organized on the job, ask questions about how they organize their day, or how they balanced university course work with extracurricular activities or internships.
Ask questions about problem solving abilities.
The last thing you want to do is have to hold the hand of a new recruit for an extended period of time. You want to ensure the person you hire will be able to take a pro-active approach to problem solving…but doing so with a recent grad is tough if they have limited work experience. So ask about their university experience instead. For instance, “What was your biggest challenge in school and how did you overcome it?”
Ask questions about drive and determination.
One area in which a recent graduate may have a leg up on more experienced competition is in the motivation and enthusiasm department. And depending on the position, this eagerness and willingness to learn can offset a lack of technical skills and experience. So ask questions that allow you to assess a candidate’s drive; for instance “Were you involved in any sports or clubs?” or “Tell me why you want to work for this company?”
Besides asking the right questions, it’s also important to communicate the job responsibilities and how performance will be measured. If, when you’re doing so, you see a candidate glancing at their watch or their focus drifting, then perhaps it’s time to move on to the next candidate.
If you need some additional help with the hiring process, let us know. As one of the top staffing agencies in Winnipeg, we have the resources and the expertise to recruit, evaluate, and place the ideal candidate for your organization. Learn more now.
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