A wide range of business people, corporate recruiters, and hiring managers are concerned about hiring college students and new graduates due to their lack of experience and expertise in the workplace. However, corporations often overlook the capabilities that recent graduates might have.
You’re probably thinking, “How can I, as a business owner, benefit from hiring a college student or recent graduate?” The answer is simple, by helping them grow as young professionals. It’s a win-win.
Students and recent graduates are curious and eager to gain knowledge in the workplace. Although they might not know everything and have all the necessary experience, it is an opportunity to bring new perspectives and ideas into your workplace. For example, interns learn from you during an internship, but you can also learn a lot from them. They may know more efficient ways of doing things and see business expansion opportunities that tenured employees may not. You have the golden opportunity to mold the best professional.
There’s value in knowledge and history, but there is also value in new ideas.
With the fluctuating interests of young adults, businesses may have some concerns in offering them positions. Nevertheless, there are ways to remedy this. It all comes down to workplace organizational culture, which is crucial to the upcoming generation. These new employees need a welcoming environment where they feel comfortable. Entering an environment without openness to change and innovation will only lead to an unhappy employee. We often fail to realize that welcoming new perspectives can positively impact our businesses.
College students and recent graduates are attentive to what they seek in the workplace. They want to make their mark and bring value to your business and themselves. Being aware they might not have the most expertise needed in your office, college students and graduates will likely work harder to impress their new employer. They will value your input and especially your experience. It is an adjustment to join the workforce, and expecting them to work independently initially can lead to challenges. The ideal environment for young adults must be structured and organized with guidelines and expectations. They don’t need to be micromanaged, but they need your support.
The more guidance, mentoring, and professional development you invest in these young professionals, the harder they will work, and the results will be loyalty. Loyalty is the most significant asset these young adults will bring to the workplace, and culture is the essential ingredient.
Here are three simple questions you can ask during an interview to make sure you know what’s needed to help your employee flourish:
What do you need to feel supported in this position?
What would be your ideal Supervisor?
What do you need during your onboarding?
I understand it may be difficult sometimes to change your ways when you have been following the same procedures for a while. However, change is necessary and should always be a part of every business’s goal and culture. Next time you’re hiring, it is essential not to underestimate the potential of college students and recent graduates, as it can be a missed opportunity for a fresh set of eyes on your business.
Your very own BPC Summer Intern,