By Ashley Healy
As I head off this weekend to my first graduation party of the season, I can’t help but remember what it was like when I entered the workforce for the very first time in 2008. The timing couldn’t have been worse, as so many organizations began to reduce headcount and distribute work responsibilities among fewer employees.
Four years later and the hiring climate has greatly improved, according to a recent CareerBuilder & CareerRookie survey that revealed more than half (54%) of the 2,303 employers surveyed plan to hire recent graduates in 2012.
“This is the first time since the recession that we’re seeing a majority of employers planning to add recent college graduates to their employee roster,” said Brent Rasmussen, President of CareerBuilder North America. “Companies across industries are placing a strong emphasis on recruiting fresh talent for technology-related roles and positions designed to drive revenue - and they’re willing to pay more for high-skill, educated labor.”
Despite the fact that more employers plan to hire recent graduates, organizations are still cautious and extremely selective when it comes to hiring new employees.
Recent college graduates can offer many benefits to your organization, but most of them will have little to no work experience, which makes it hard to predict how they will perform as employees.
Here are a few tips for hiring college graduates in 2012:
- Write Clear, Attention-Grabbing Job Descriptions ― Job descriptions present a limited opportunity to capture the attention of top candidates. In order to ensure your job descriptions hook candidates in and motivate them to apply, make sure your job title is descriptive and accurate. Keep the language straightforward and leave out industry jargon as new graduates won’t have a full understanding of most business terminology.
- Hire Them First As An Intern ―Internships are an excellent way to fill support roles and test for top talent. If you find that the intern is a perfect fit for your company, then you’ll have a first shot at hiring the recent graduate before they hit the job market.
- Don’t Always Go Local ―Surveys have shown that college students are very willing to relocate for their first jobs. Don’t rely only on local schools and career fairs; focus on social media tools and virtual online chats to target recent graduates from all over. Work with professors, career counselors, and even colleagues to gain referrals and connections with talented college students.
- Look for Commitment & Passion ―Because graduates enter the workforce with little experience, it’s hard to gauge how the student will transition into the workplace. Other things you can look for during the interview process are commitment to extracurricular activities or a longtime passion for something. Passionate candidates will often times be passionate employees.
- Hire for Attitude, Train for Skills ― Look for the right culture fit for your organization and then decide what skills you’d be willing to train for. Recent college graduates come in with less experience, but may make up for it with enthusiasm and their desire to learn and grow.
May is a time when graduates only begin their search process. In fact, most students begin their search between January and April, but this doesn’t mean you should stop there. Now is the time to engage with these students if you haven’t already. Many graduates will continue their search throughout the summer and even into the fall. Don’t miss out on this year’s class of 2012 ― and use these tips to engage and recruit the right college graduates for your organization.
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The email has hit you at an opportune time. You’re in this frame of mind and the email hints that the recruiter who sent it has the perfect job for you. You click on the link. You’re interested. The message has started to draw you in. For a recruiter, it’s perfect timing. You’re not active yet, but for the first time in a few years you’re open to look. You haven’t talked to any recruiters yet or advertised your intent. Maybe it’s time you talked to one or two, just to scope out the market. You don’t want to make a lot of noise because you don’t want your boss finding out. 
