From Caps and Gowns to Conference Rooms: Why Hiring New Grads is a Smart Bet for Your Business

June marks a significant moment for high school and college students across the country as they celebrate their academic achievements and receive their diplomas amidst cheers and applause from family and friends. While this is a time of excitement and pride, we all know it is only the first step in a long and winding career journey, one that may have its share of bumps and unexpected turns.

Although it may seem like a gamble for employers to hire new graduates due to their lack of experience and skills compared to seasoned professionals, the truth is that hiring a new graduate can provide multiple benefits to an organization. Yes, it is likely to require some additional time and coaching on your part, but the fresh perspectives, eagerness to learn, and adaptability of new graduates can make a positive impact on your company’s success. By investing in the development of new graduates, employers can not only cultivate a talented and diverse workforce but also promote a culture of innovation and growth.

The road ahead may seem daunting to managers tasked with training and developing new grads, but it’s important for employers to remember that these graduates have been armed with the tools and resources to succeed — they are simply lacking that first opportunity and the knowledge that comes from experience. As new grads venture out into the world, they’ll encounter challenges and opportunities, and they’ll experience setbacks, but if you can show them the value of hard work, perseverance, and a willingness to learn, they are certain to achieve their goals and contribute in a lasting and meaningful way to your organization.

What are some of the benefits of hiring a new grad?

They are often eager and willing to learn.
New grads have spent years studying and preparing for the workforce and are eager to put their knowledge and new skills to use. They are also open to new ideas and ways of doing things. At this point, they are learning how to navigate real-world situations that they didn’t see in the classroom or lecture hall. As a result, they are not set in their ways, making them flexible and adaptable employees. Managed correctly, this is a win-win situation. The new grad is learning how to apply their skills while the company gets to explore new ideas and take advantage of that “new to the workforce” energy.
They bring fresh ideas and perspectives to the table.
They are often more in touch with the latest trends and technologies in their field and can bring a new level of creativity and innovation to the workplace. This can be especially valuable in industries that are constantly evolving and require a forward-thinking mindset.
They tend to be highly motivated and committed to their work.
They are often excited to start their careers and are willing to put in extra effort to prove themselves. This level of dedication can be contagious and can help to boost morale and productivity in the workplace.
It can be cost-effective and broaden the candidate pool for employers.
New grads typically have lower salary expectations than more experienced professionals and may be more willing to accept entry-level positions or internships that more experienced candidates may overlook, which can broaden the pool of potential candidates for certain positions. This provides a more affordable option for organizations that are looking to expand their workforce.
It can help create a more diverse and inclusive workplace.
New graduates come from a variety of backgrounds and have different perspectives and experiences. This can help to bring new ideas and perspectives to the workplace and create a more inclusive culture that values diversity.

The benefits of looking at new grads as part of your recruiting strategy are undeniable, but you need a plan for making it work and providing your new hires with the time and attention they need to thrive in your company.

What can managers do when hiring and managing new graduates?

Hire the right fit.
When hiring new graduates, look beyond their academic qualifications and focus on their values, work ethic, soft skills, and personality type. Consider whether they will be a good fit for your company culture and team.Using a behavioral assessment is a great way to determine if a new grad candidate (or any candidate) has the traits that will align best with the daily functions of the job. If you are looking for a bookkeeper, you don’t want someone who tends to focus on the big picture versus the details or someone who wants to be in a fast-paced, dynamic role with opportunities to interact with people and build relationships. You want to know the person is analytical and likes to work on solitary tasks that require detail focus and tolerance for routine, systematic tasks because that is what their days, weeks, and months will look like. Hiring for personality fit is the best first step towards retention and engagement, but you still need to actively manage and develop your employees. The great news is that a personality report will give you insight into the best ways to manage each unique individual on your team.
Provide clear expectations.
New graduates may not have a lot of work experience, so it’s important to provide clear expectations and guidelines for their roles and responsibilities. Give them specific objectives and deadlines, and provide regular feedback on their performance. Most people want to know what’s expected, so this isn’t groundbreaking advice, but someone new to the workforce may need some extra support versus a seasoned professional.
Offer mentorship and coaching.
New graduates may benefit from mentorship and coaching, so assign a mentor or coach to help them navigate their new role and the workplace culture. Encourage them to ask questions, and provide opportunities for them to learn and develop new skills. A mentor could be a peer, while coaching might come from their manager.
Provide regular feedback.
Regular feedback is important for new graduates to understand their strengths and areas for improvement. Provide constructive feedback, and encourage them to learn from their mistakes. Using personality data for self-awareness is another way to maximize the value of behavioral science. Omnia’s development reports are written to the employee, not about them, so it is a helpful, non-threatening tool that an employee can use throughout their career.
Set realistic goals.
Setting achievable goals for new graduates can help them gain confidence and feel valued in their new role. Work with them to set goals that align with their skills and interests.
Provide growth opportunities.
New graduates are often looking for growth opportunities, so provide them with opportunities to learn and develop new skills. Encourage them to attend training sessions and conferences, and provide opportunities for them to take on new challenges. Align growth opportunities to their strengths and interests. Not everyone wants to be in management, but most people do want to grow, earn more, and take on new levels of responsibility.

By following these tips, managers can help new graduates transition into the workforce and become valuable members of the team.

Keep in mind, hiring a new graduate can provide a multitude of benefits to an organization. From their eagerness to learn and adapt to their fresh ideas and perspectives, new graduates can bring a new level of creativity, innovation, and motivation to the workplace. By investing in new graduates, employers can not only help to build a stronger workforce but also contribute to the growth and development of the next generation of professionals.

So, to all the graduates out there, congratulations on your achievements. Remember to embrace the journey ahead, stay positive, and never lose sight of your dreams. Your future is bright and full of endless possibilities, so go out there and make it happen!