As a company that offers comprehensive solutions for employee training and recruitment, AGE121 notes that one of the most active hiring periods occur during the summer—when onslaughts of recent college graduates are entering the market. As many of these candidates are hoping just to land their first jobs with success, this recruitment firm notes that not all companies should be quick to discount what these young professionals can offer.
Noting that there many recent grads do not carry hefty resumes and years of experience—qualities that many hiring parties are looking for—AGE explains in a recent press statement, “Recruiters and hiring managers must take a careful look at what a college graduate can offer. While they may not necessarily have some of the qualifications that a more seasoned professional carries, they still have qualities that can make them a great asset to the company.”
A recent article from The Kansas City Star reveals that some of these skill requirements—even for entry-level positions—could be hurting both companies and applicants from potentially beneficial opportunities. It states, “Fifty-three percent of U.S. employers plan to hire 2013 college graduates this year. The rest aren’t hiring largely because they don’t have jobs to offer. But according to survey results released Tuesday by the Society for Human Resource Management, there is more than a sluggish job market to blame. The survey revealed widespread dissatisfaction with the graduates’ perceived job readiness as well as a technical skills mismatch.”
In its press statement AGE121 comments, “While this survey should provide a word of caution to current graduates looking for work, it also presents telling information for hiring companies. Companies may be placing too much emphasis on skills that can easily be taught to recent graduates. As a business that provides comprehensive training solutions, we encourage hiring managers and HR professionals to reevaluate how they judge job candidates to also observe other qualities besides skills that are not typically taught in the university environment.”
According to the training and recruitment firm, a recent article from Entrepreneur offers exceptional insight on what to look for when hiring a recent graduate. One of the most important tips is devising a plan to make students more aware that an opportunity exists. For small businesses, awareness is essential, as many graduates may only be looking at larger corporations for job opportunities.
Following the advice of Tom Gimbel—founder and CEO of LaSalle Network, a Chicago-based staffing firm—the article explains, “Before you can hire them, new grads have to know about you. Target regional colleges and universities with programs in the areas you are hiring for. For example, you might need a management major who is good with numbers or a marketing whiz who can also learn to sell. Call or send an email to the career placement office and let them know the type of job you have open…Those offices will also be able to tell you about college career fairs you might want to attend. Online job listing sites are also a good bet.”
In its press statement, AGE adds, “Students who find a company is willing to go out there and foster a spirit of opportunity among young professionals, often respond positively. If they have a little more insight and coaching when it comes to finding a suitable position, recent graduates who are hired are more likely to stay and grow with the company than those who are not offered such opportunities.”
Stemming off this observation, AGE121 notes that many recent graduates—although often idealistic—have a passion to jumpstart their careers, learn and offer their services to a company. According to the article, this passion can be a great boon to smaller businesses, as new employees will likely have a larger opportunity to make an impact than they would with a large company. Entrepreneur explains, “Employees typically have a greater impact at a small firm than at a large one. That can be appealing—instead of performing menial tasks in an entry-level gig at a big company, new grads who opt for smaller firms literally hit the ground running and have a significant impact on the company overall. The opportunity for hands-on learning and making a difference can be very appealing.”
In its press statement, AGE explains, “If a new recruit and potential employee sees that a company also offers training opportunities, they will respond positively. Once they know that they will have a chance to obtain some of the skills they are missing, they will feel more confident in their ability to help a company. In the long run, new employees who are offered support and confidence are much more likely to succeed and deliver results than those who have doubts throughout the duration of their employment.”
Another way to motivate college graduates, according to Entrepreneur, is to help map out the way that these individuals can grow within an organization. It states, “One concern that new grads might have about a smaller firm is that there could be limited options for career growth. Quell those fears by discussing the options with interviewees. If you’re willing to train employees in new skills or have future expansion plans, share those insights so the prospective employee knows you’re serious about his or her career goals.”
While it is encouraging for job applicants to see where they can go within a company, it is also important for companies to understand what they can get out of hiring a recent graduate. “Although some HR professionals may opt to interview more experienced individuals for entry-level positions, it is critical for hiring parties to assess the benefits that college graduates bring to an organization. In addition to coming with generally lower salaries, recent grads also bring a wave of new innovation and eagerness that can help catapult a business to the next level,” AGE121 concludes in its press statement.
AGE121 is a training and recruitment business that provides courses focused on professional development. These classes help experienced employees and new hires alike to excel, as they remain aware of industry and company regulations and standards. Training covers a variety of topics, from effectively serving as a receptionist for a dental practice to caring for young children. Those who participate in classes have a 99 percent pass rate when it comes to courses and quizzes. This is because each program is specifically tailored to that individual. Instead of pushing all participants through the class at the same speed, participants can spend as much time as they need in order to master the material and find success.
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AGE121 Recruitment - AGE121.com - Review This company is doing very good work. They have helped me by training me, helping me with interviews and now im working. AGE121 Recruitment - AGE121.com - Review
AGE121 Recruitment Review - AGE121.com Great people and helped me all the way through to getting me a job, I had about 5 interviews before I got a job offer. Recommend them to everyone. Thank you AGE121 Recruitment Review - AGE121.com
had a great experience at AGE 121 today they were really kind and helpful even the training experience was the best i had so far thank you AGE 121