{"id":68622,"date":"2022-12-12T02:00:00","date_gmt":"2022-12-12T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=68622"},"modified":"2025-11-28T12:27:10","modified_gmt":"2025-11-28T12:27:10","slug":"investing-in-early-careers-4-tips-for-hiring-entry-level-employees","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/investing-in-early-careers-4-tips-for-hiring-entry-level-employees\/","title":{"rendered":"Investing in early careers: 4 tips for hiring entry-level employees"},"content":{"rendered":"\n

Let\u2019s face it \u2014 entry-level hiring can be frustrating. On the one hand you don\u2019t have much to screen and, on the other hand, you know that not just anyone will be a good fit. You want to avoid turning your new hire training into a scene from Clerks, but how do you keep the Dantes & Randals out of your candidate pool ? Here are a few tips to help you find candidates in their early careers that won\u2019t make you want to tear your hair out.\n\n<\/p>\n\n\n\n

1.\t Screen only on relevant job criteria<\/h3>\n\n\n\n

It\u2019s easy to fall into the trap of screening candidates on qualifications that are not needed for success, such as asking for qualifications above and beyond what is needed or requiring years of experience when skills can be trained on the job. We do this because we\u2019ve been burned before (e.g., verbal altercations or bad attitudes within the probationary period). <\/p>\n\n\n\n

You know that you don\u2019t want to hire just anyone, but the screening that you\u2019ve done before just isn\u2019t working. Before you start tinkering with that job posting, stop and ask yourself what is really important to the position<\/a>. This is likely going to be things that are hard to measure with a CV review \u2013 things like collaboration, work ethic, dependability, work pace, and service orientation. Assessments can measure these job-critical competencies reliably and easily before you even see the application. This leaves you with more time to spend with those candidates who fit your company culture and the target position.<\/p>\n\n\n\n

2.\tMake your selection process efficient<\/h3>\n\n\n\n

You\u2019ve collected your applications and now you have the hiring manager calling to ask if there are any good candidates. You have the sneaking suspicion that not all of the applicants are even interested in the position. The pressure is on to get the spot filled quickly. You are just too busy being busy to think about redefining the process. <\/p>\n\n\n\n

This may be a perfect opportunity to ask for an outsider\u2019s perspective. Often, we can become so accustomed to our process that we miss what\u2019s wrong with the way it\u2019s always been done. It may be helpful to map out your process and redesign certain parts or perhaps your entire approach to hiring. A few questions you should ask yourself are: <\/p>\n\n\n\n