Student Success Blog For Educators


April 26, 2017

7 Myths about Entry Level Hiring

Hiring managers have one of the most crucial roles in a company. Not only are they tasked with defining and filling open positions, but they also must ensure the hires they bring on are the best fit for the organization. The ability to do so is even more impactful when it comes to entry level hiring, given the seemingly endless pool of recent graduates who may be qualified for the job. Understanding the most common myths about entry level hiring helps hiring managers make the smartest decisions in who to invite into the company – and the best practices for doing it.

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#1 It’s a Numbers Game

Having a pile of eerily similar resumes on your desk may seem like a sound solution since it’s natural to think having a large pipeline will ultimately lead to success. Unfortunately, having too many candidates lends itself to overwhelm and frustration more than a hiring jackpot. Strategically selecting candidates based on their skill sets and proven work both in and out of the classroom may take more time on the front end, but you’ll save time and resources by finding the best-fit candidates early on in the process.

#2 Work History is a Must

Recent graduates may not be able to show a conventional work history on a resume, but it remains a constant in recruitment strategies across many employers. Instead of focusing on experience on the job, look to a potential hire’s classroom or extracurricular activities to see what they are capable of and the areas in which they thrive.

#3 The Degree Matters

The degree a recent graduate earned is not a clear indication that he or she will be a perfect fit for the company. Yes, the candidate may have completed a specific set of coursework as part of a degree requirement, but that doesn’t always mean those activities translate to actual skills. Take time to review individual projects the potential hire has completed throughout a degree program, and consider expanding your recruiting horizons beyond one or two degree parameters.

#4 GPA Predicts Performance

No, it doesn’t. The only thing a GPA indicates is that a student was able to meet the criteria of his or her professors. Weeding out candidates based on GPA means you are most likely overlooking highly qualified individuals who have the right personality and attitude for your open position.

#5 Resumes Tell All

Resumes have become a go-to for hiring managers, but that all start to blur together. It is nearly impossible to showcase work potential in one or two written pages, and in reality, most resumes don’t tell the whole truth. Understanding what a recent graduate is capable of takes a review of actual work – not simply words on a page.

#6 Perfect Candidates only come from Target Schools

Although using target schools as part of a recruiting strategy may reduce the pipeline, hiring managers who do so are setting themselves up for lack of diversity regarding life experience and skill sets among potential hires. Broaden your scope to ensure you’re not overlooking the best-fit hire.

#7 Traditional Methods are Still Relevant

A stack of resumes with high GPAs from a short list of target schools simply won’t do the trick when it comes to finding the ideal candidate for an open position. Entry level hires are some of the most important in an organization, as they bring a fresh perspective to business operations and they are eager to contribute in a meaningful way to the company. Using Portfolium as part of your recruiting strategy for entry level hires takes some of the pain out of the process, and it ensures you can find the right people for the job based on proven work and ability.


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