No experience? No issue. By carefully mentoring these new hires, you might be amazed at what great employees they become.
For most companies, it’s become common practice to have a chance by bringing recent college graduates up to speed and developing them from inexperienced, entry-level employees to strong associates.
Related: 6 Ways of Hire the very best New Graduates
That’s just what Matt Bentley, owner and founder of CanIRank, an SEO software company in SAN FRANCISCO BAY AREA, made a decision to do when he hired several recent college graduates. “We paired new hires with mentors — experienced workers they could depend on because they became comfortable within their positions,” Bentley explained via email.
What Bentley said he didn’t expect were the positive changes he saw in employees who was simply at the company for a long time. “Pairing people up also motivated our more capable staff members to become more creative, which led to increased performance throughout our entire firm,” he said.
An update? A lot of those once inexperienced college graduates have grown to be CanIRank’s top performers.
CanIRank’s successful hiring experience may be something for your company to consider. Unfortunately, though, employers aren’t always sure how exactly to effectively bring college graduates up to speed in a manner that benefits both new hires and the business all together.
Here’s what employers have to start doing to onboard new grads like pros:
1. Set expectations.
For some college graduates, your task offer will be their first experience with a full-time job in the field they studied. This doesn’t mean they’re ill-prepared to jump in to the workforce, however they do need an improved knowledge of what company leaders expect from their website.
When Anna Crowe, founder and CEO of Crowe PR, a pr firm in NORTH PARK, hired a fresh graduate, she knew that introducing that young woman to the business’s work standards and culture will be a challenge.
Related: Considering Hiring a fresh College Grad for Your Startup or SMALL COMPANY? Use These 5 Tests to Find Superstar Employees.
So, Crowe explained, she surely got to work planning for a more concrete way to onboard new hires and remind current employees of Crowe PR’s mission, values and culture. “We implemented ‘The Gold Crowe Standard,’ which is actually our toolkit for what ‘right’ appears like and what our brand/company represents," the CEO explained. "Every month, we host a Gold Crowe Standards session relating to the whole company."
Once many people are gathered, she said, she and another rotating team member come up with a PowerPoint deck on guidelines for specific key functions. The categories covered range between research to reporting, to media relations and more.
“I’ve heard great feedback from our new employees, specially the recent graduates, upon this method, since it gives them a formal, but collaborative method of the business,” Crowe said.
So, do a similar thing: Set a typical for your associates, new and experienced alike, to make certain everyone understands the "why" behind what they do. This could be finished with a platform like Click Boarding, that allows entrepreneurs to create onboarding customized with their companies.
Tip: By approaching onboarding using personalization, employers can better teach college graduates about the business throughout their first crucial days as employees.
2. Continue their learning.
Workforce transitions are always difficult to create. However, moving from college life into professional employment can be an a great deal larger cultural shock, filled with anxiety and uncertainty.
“Students are used to receiving assignments with clear deliverables and checklists of success criteria. They’re also familiar with receiving immediate feedback by means of a grade,” Leigh Steere, co-founder of Managing People Better, LLC in Boulder, Colo., told me via email.
Unfortunately, job responsibilities and descriptions — especially within startups — aren’t always this clear. That’s why Steere believes employers have to set realistic expectations, followed up with teaching.
“Classes and/or one-on-one coaching might help a fresh hire understand the components of their job. Practice in a roleplay or simulation environment and provide real-time feedback,” Steere offered. “In this manner, if they are left by themselves, they involve some amount of confidence about the mechanics of the work and the output you anticipate.”
Tip: Lessen confusion and make the transition earlier by assigning a lead contact for all educational needs. New college graduates will appreciate the consistency and support because they grow both professionally and personally with learning opportunities.
3. Give individualized attention.
Just as no two employee experiences will be the same, neither if the onboarding process be.
Having recently hired 32 employees directly out of college, Brad Stultz, recruiting coordinator at Totally Promotional in Coldwater, Ohio, knows the need for individualizing the onboarding experience. By offering new hires individual meetings with the CEO in the beginning of onboarding, Stultz and his team have the ability to personalize each new hire’s experience.
“We schedule a period for them to talk with our CEO to go over expectations and how they’ll fit into the entire goals the business has set,” Stultz said via email.
To heighten the potency of these meetings, the Totally Promotional associates added a far more rigorous training regime with their onboarding process. That regime appears to have paid: The first college graduate to go through the program is currently excelling.
Explained Stultz: “By giving additional training, setting goals and following up with weekly status updates, the now-excelling new hire assimilated well in to the company culture in under 3 months.”
Tip: If establishing meetings between new hires as well as your company CEO isn’t always possible, sit back with company leaders to choose who would be better to meet initially with each grad. While employees will feel important and "heard," the business itself will be better ready to help each individual reach goals through specific training and mentoring.
4. Measure results
Change is a required element of success. Without measuring data and altering company practices around the results, a company could have trouble growing.
Christine DiDonato, president of Career Revolution, Inc., a career-development company in NORTH PARK, said she believes formal processes help employers measure data and know very well what college graduates need from their website. And, as former head of talent management for Sony, DiDonato is no stranger to the advantages of measured experiences.
Related: Five Reasons TO PROVIDE Fresh Grads A Chance At Your Enterprise
“When onboarding recent college graduates at Sony, we created programs, such as for example social events, formal training and a good buddy system, that have been organized and managed over a six-month period,” DiDonato explained. “We even measured the knowledge of our new hires at 30, 90 and 150 days to gauge if we were meeting their needs.”
Tip: Speak to team members in what they found most significant, challenging and even frustrating through the onboarding process. Use their answers to steer what metrics you’ll subsequently use to measure recent grads’ satisfaction and assess how the