Most companies, at some point, will want to recruit entry-level candidates. But finding someone who packs the experience and right mindset can be challenging. There are two key methods for finding the best entry-level candidates: who you know and who you work with.
Strong relationships with external professionals are paramount. Weak ties to your own industry and the academic arena serious impede your chances of hiring the best candidates from the talent pool.
Here are a few ways that you can boost your entry-level recruitment process.
Online recruitment agencies
Traditional recruitment has had its day, especially when it comes to entry-level hiring. Students and post-graduates who are looking for jobs will predominantly go to one place: the internet. Long gone are the days of traipsing around recruitment agencies on the high street; modern recruitment is done online. Using an online recruitment agency won’t just give your company a competitive edge, but will save you money too. Good modern recruiters, unlike traditional recruiters, will be able to offer you the entire recruitment service – job ads, sourcing candidates, screening, short listing – all for a one-off, low-cost, flat fee. And don’t forget, a fixed rate recruitment agency will allow you to better manage your cost per hire.
By forging relationships with institutional and local career centres, you put yourself and your company in the spotlight. Entry-level candidates could be introduced to your company before they’ve even finished their degrees. Don’t limit yourself to regional centres either. The web gives you access to career centres across the country, so you can build relationships with key colleges and universities, especially those that deliver the best degree courses and the most relevant students.
To recruit the best entry-level candidates, reach out to students early. Many employers are quick to rely on careers fairs to win the interest of candidates, but it’s equally important and beneficial to develop ties with professors and career advisors. These gatekeepers are well respected and influential; if they see potential in your business, they will promote to their students, giving you instant access to the cream of the crop. Reach out to academic professionals relevant to your industry – you may be invited to be a guest lecturer, or be asked to give advice about getting hired in the industry.
Put out smoke signals within your industry. Talk to fellow business owners and friends in the same line of work. You may be surprised by the results. Someone is bound to know a talent who is looking for an opportunity to shine, whether it’s a previous intern or a recent graduate. Be specific about what you’re looking for and go beyond a simple job title; detail the factors you’re looking for and touch upon what’s needed to succeed within your company: skills, mind set, specialties, etc.
There’s no better place to start than asking current and previous employees about hiring entry-level candidates. The best way to discuss this is at company meetings and through internal communications. Send out a company e-mail detailing a fantastic entry-level opportunity. Perhaps incentivise with a referral bonus too; it will encourage employees to keep their eyes and ears open. Better still, your employees will know exactly what it takes to succeed in your company.