It’s a rare moment when everything comes together perfectly in the hiring process. You meet a new grad that exudes confidence, and they fit the job description to a tee – and then some! But that surreal moment also comes with the realization that if this candidate is at the top of your hire list, they’re likely at the top of another recruiter’s as well.
The truth of the matter is, in an interview, the recruiter is being evaluated just as much as the candidate is. New grads with impressive resumes can afford to be picky, so make sure you’re not committing any of these hiring faux-pas.
Leaving emails unanswered
In most cases, a recruiter is the one and only connection between a candidate and the company. For many students and grads, they’re seen as the only acceptable means of communication with the company. So when these lines of communication become unreachable, or unreasonably slow, it can send a message to the candidate that they are not a priority – or worse, that the company has weak communication.
Make an effort to answer each email within 24-48 hours, and make sure your candidates know that you’re open to answering questions. Students and grads will feel more at ease when they realize the company they are interviewing for is not only transparent, but willing to support them during the hiring process.
Taking the “superior” persona
One of the biggest turn-offs for millennial candidates are employers who talk down to them. Students and grads are highly aware that they lack extensive experience, and that they’re applying for an entry level job. However, they are looking to be treated like the competent professionals they are.
Treat your candidates like you would treat a company client, no matter their age or experience. Tell them about the job, but don’t present it to them as a basic entry-level job for new grads with limited experience. Show them the potential of the position, and offer them the opportunity to take on responsibilities in their role and extend their experiences. Chances are, your star candidate will be excited for the challenge.
Sharing incorrect/inconsistent information
Candidates expect you to be their primary source for information. But as we all know, recruiters are human – and often, you’ll find yourself stumped without a proper answer. The worst thing you can do is make something up, or give inaccurate information. Even if it was given with good intentions, this info could potentially trip up your candidate down the road, and come back on you. Plus, it may give off the impression that your company has poor communication.
If you truly don’t know the answer to one of their questions, approach it head on. Let them know that you’re not sure about the answer, and that you’ll find out the answer for them. This will give you some time to ask a colleague and find out the appropriate answer – plus, it never hurts to show your candidate that you’re human, and not just an interviewing machine. Take this opportunity to build rapport with your star candidate… but don’t forget to follow up with them!
Discussion: What is your go-to strategy to appeal to outstanding new grads?
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