From job descriptions to onboarding, there are several steps to designing an effective hiring process. But designing a hiring process for entry-level candidates comes with unique challenges and requires an extra level of consideration.
For most entry-level employees, your position will be their first real job out of college. On top of learning the ropes of the role and your company, entry-level employees will be adjusting to a full-time job and professional environment. While there will always be a learning curve their first few months on the job, you don’t have to wait until an employee’s first day to optimize their chances of excelling at your company. To maximize the retention and performance of your entry-level employees, you should design your hiring process from the beginning to set new employees up for success. Here’s how:
Write accurate job descriptions
This goes for employees of all skill levels: the job description is not the time to oversell the opportunity. While you want to write your job description to be attractive to high-quality candidates, be specific and don’t embellish. Be clear about what the candidate can expect to be doing day-to-day in the role – it’s a great idea to add in a ‘day in the life’ synopsis if you can.
Entry level candidates, like all candidates, want to know what they’re getting into. Accepting a job offer is a major life decision, so make sure you are clear from the start in what it is they are signing up for. Starting off with a discrepancy between what they applied for and what they are actually going to do breeds distrust in the organization, and you likely won’t retain this employee for long.
Be informative and manage expectations during the interview process
Just like you should write an accurate job description, the interview process is the ideal time to be sure a candidate knows exactly what they’re signing up for. This not only applies to what they would be doing on a day-to-day basis, but the office environment, company culture, and opportunities for advancement. While some candidates may ask about culture, work expectations, and how they can be successful in the role, first-time employees might not know to ask about these things. Be aware of that inexperience, and be sure all facets of the job and company life are explained. Showcase your company culture by taking candidates on an office tour or introducing them to current employees. Share your advancement opportunities and the typical career path of someone in this role. Be as accurate as possible so if the candidate accepts the role, it’s because they’re confident they fit in with the culture and can excel in the organization.
You should also make sure candidates know what the next steps in the hiring process are. Gen Z is used to immediate gratification – if your company’s hiring process is lengthy and involves several levels of interviewing, make that clear from the initial phone screen. If you think they’re a viable candidate, be sure to express that so they don’t take another offer thinking they didn’t have a chance to secure your position.
When I was a campus recruiter, I would get feedback from candidates that my company was their first choice, but they turned down the offer because the process took too long and they didn’t know if they would receive an offer. Wherever you can, shorten the hiring process and be transparent about the steps involved.
Make an employee’s onboarding about more than just logistics
Newbies are likely to be overwhelmed with the experience of joining your company, so once a candidate accepts your offer, be sure you’re prepared to make them comfortable during their first week. Welcome them with a work area that is equipped with exactly what they need. Assign someone to be their buddy to show them around and help them get set up with their computer, software, and tools.
Make sure they are introduced to the teams that they will be working with so they feel valued, and create a clear itinerary for the first few days, from assignments and trainings to lunches with team members. If you have a group of entry-level candidates starting at the same time, consider having a senior leader present to them during a welcome breakfast or lunch during the first week. Simple things like this will take your onboarding beyond the logistics and help employees feel like they are included from the beginning, removing some of the awkwardness and uncertainty from the first few weeks.
Establish a continued support system
Treat the first few months as an extension of your onboarding and an integral part of your hiring process. Entry-level employees need to have readily available resources to go to when they have questions, so in addition to the first day buddy, make sure they have one or two people assigned to answer their questions in addition to their formal training. This way they have several people who are assigned for when, not if, they need help. A perfect option would be an employee who is still early in their career that they can easily relate to. Whoever you choose, ensure the person is easy to get along with and is approachable so your entry-level employees feel comfortable asking questions as they get acclimated to their role.
While it may take a bit more nurturing to hire an entry level candidate, your efforts will be worth it. Between their eagerness to begin their career and their fresh perspective, they bring a ton of value. Follow these tips to ensure your entire hiring process is set up to help you retain your talented entry-level employees and allow them to grow into future leaders within your organization.
Erin is an HR professional and the owner of Career Designs, a website dedicated to helping people level up their careers. She has over 9 years of experience in Human Resources and has worked in just about every area. She began her career in recruiting and spent years traveling the southeast to find the best and brightest talent to join the internship and graduate programs for a global investment bank. After campus recruitment, she moved into a Business Advisory position where she counseled managers on everything from hiring, employee development, promotion, training, and termination. Currently she works in Employee Relations, where she investigates complaints related to harassment and discrimination policy violations. Connect with Erin on her website or LinkedIn!