Recruiting

Entry Level Hiring Challenges

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Despite the growing number of young adults attending college, upon graduation many are
underprepared to face any professional career. Because of this gap between what competencies an organization needs and what an entry-level hire possesses, entry-level recruiting has become increasingly time consuming and expensive. Choosing the right candidates from an enormous pool of recent college graduates, the long recruiting process of recruiting, and finding candidates that fit the company culture all add stress to the process of hiring entry-level candidates.

Entry level hiring is difficult for large employers to do. This is partly due to the mass volume of unqualified talent they need to sort through and evaluate, whether it is students at a university, applicants through sites like Indeed.com, internal referrals, or through postings on their company’s main careers page on the web. There is no central pipeline that allows employers to unify and manage all of their qualified leads from different channels.

In recent years companies have been experiencing increasing recruiting costs. Companies spend millions of dollars on filling their entry level pipeline and use technology that is only useful for filtering out resume and GPA criteria, not connecting students to company values or skills training. In addition, the current hiring process demands that companies spend an inordinate amount of time on campus, whether it is through career fairs, information sessions, or interviewing students, just to find candidates who are typically under qualified or do not have true interest in the job.

Suitable’s solution to this recruiting problem is to let the students set themselves apart from the crowd. Recruiters tell students which activities would be necessary to complete before graduation to be considered for a job and students will respond accordingly. This will help entry level recruiters spend more time interviewing candidates who show genuine interest in the job and take the necessary steps to be a top performer with them. Giving students visibility into the skills and activities they need to work on starting from their freshman year in college would significantly increase the amount of qualified candidates, while reducing the amount of skills they would need to be taught upon being hired. This would also reduce the cost of training entry-level hires, which can cost companies anywhere from $3,000 to $5,000 per recruit.

Another important, but difficult, part of recruiting is finding employees who fit the company culture. Through Suitable’s platform, students and employers have more opportunities for interaction before the hiring process begins, during which companies will be able to tell whether a candidate meshes well with the existing talent in their company. This enables meaningful relationships to develop during a student’s time in college. Having candidates experience the company culture tells a recruiter much more than a couple of interviews ever could. Hiring the candidates that fit the company’s culture leads to higher retention rates, which is invaluable because of the high cost of employee turnover.

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