For many recent graduates, this time of year has become less of an exciting endeavor and more of an uphill battle. Post-recession, graduates are fighting to ensure their degree is worthwhile and locate a stable job in a slowly recovering economy.
A recent study by The National Bureau of Economic Research states that more and more, recent graduates with degrees are ending up in lower-skilled jobs that do not require a degree.
So what does this mean for talent management and staffing? There are a number of attributes to consider when looking at recent graduates for open positions vs. someone with more experience.
Recent graduates are coming into the professional world full-force. According to The New York Times, by 2014 Millennials will make up 36% of the workforce. And, contrary to what some believe, studies have shown that the majority of Millennials are not apathetic and are, in fact, highly ambitious.
Let’s compare the attributes of recent graduates to those of more seasoned professionals:
So, whom do you choose?
When considering recent graduates, keep in mind the necessarily attributes your company desires. These attributes must apply to all candidates you consider: The job should go to those with the most talent, competency, applicable skill set, and culture fit. Allow recent grads to showcase their skills and capabilities but try not to write them off due to age or inexperience or, on the other hand, immediately favor them.
Remember: “Years of Experience” is not in and of itself a skill. It’s easy for biases to creep in, whether you’re more apt to look at recent grads or a more experienced professional for your newest job opening. Leverage all of these factors and remain consistent in your interviews regardless of age.
For more information, check out our Whitepaper on Balanced Perspectives: Hiring a Multigenerational Workforce.