Entry-level hiring: How to select early career talent
Evaluating entry-level candidates requires measuring potential and fit rather than experience.
Attract and select the best entry-level hires
It can be difficult to fill entry-level roles with early career candidates who likely have limited experience. Investing in early talent can feel like a gamble. How do you know which candidates have the highest potential? How do you evaluate a candidate with no past experience in the job? What are you supposed to measure?
In often dense candidate pools filled with people looking to start their careers, tailoring your selection process to focus on potential is key.
Our top 5 tips for successful entry-level hiring
Check your criteria
Look closely at the job description you’re hiring for to determine what is required for success in the role. Is that criteria fair and achievable for early talent? Following a standardized process that is measuring the critical components for successful job performance can help ensure you’re selecting the best talent for that role.
Evaluate for potential and fit, not experience
Entry-level candidates usually have limited experience. High potential candidates may be screened out of the process if you’re only looking at and measuring past experience. Instead, find an assessment solution that allows you to predict performance by evaluating fit to the demands of the job role.
Improve diversity by focusing on the attributes that lead to success
Using selection procedures that focus on past experience has led to problems with diversity and fairness. When hiring is based on experience, candidates who have had access to that experience are favored — contributing to inequality across other groups. Focusing on the attributes that actually determine success on the job allows for a fairer evaluation of potential rather than access.
Showcase the best of your organization
The reality of hiring from a pool of early career candidates is you have a lot of competition. Today’s early talent is highly sought after by many organizations, and they may be evaluating several options at once. Stand out by showing candidates the best of your organization — and how you can help enhance their future career. Your selection process should communicate your values and make early career candidates want to work for you.
Communicate with candidates
Candidates want to be evaluated by another human, not a machine. Sometimes the easiest, but most overlooked, way to keep a candidate engaged in your selection process is to simply communicate. Tell them what to expect from the process and how to get to each next step along the way.
How Talogy can help you evaluate and select early career talent
Perform a job analysis
When you partner with Talogy, you get access to our expert consultants — who can perform a thorough job analysis on your open positions. A job analysis can provide you with the information you need to determine which competencies determine success in each role and how to best measure those competencies in your candidates.
Craft a complete selection solution
Our consultants can craft a complete hiring solution that fairly evaluates early career talent based on motivational fit and potential. From finding the right combination of screening and selection assessments to coaching you on how to conduct an effective behavioral interview, our consultants are here to listen to your needs and act on them.
Predict performance by measuring the whole person
Use assessments that do not just rely on one type of measurement. Potential comes in all shapes and sizes. Talogy can configure a solution that measures personality, cognitive ability, motivational fit, and other key characteristics in a single solution. This allows you to evaluate candidates based on their entire self and leads to the most predictive hiring decisions.
Attract and engage your candidates
Talogy’s broad range of screening and selection solutions were designed with an engaging candidate experience in mind. Assessments like Capture include opportunities for your candidates to decide whether they are a good fit for your organization. Allowing candidates to be active participants in the selection process will give them a positive view of your organization and motivate them to move forward in your process.
Since initiating the design of the exercises, Talogy have been great to work with … The quality of the exercises is excellent and really reflects our organization’s values — and all this was delivered well ahead of schedule.
Graduate Program Manager, The Co-operative Group
Talent management solutions from start to finish. With constant innovation and endless creativity, Talogy crafts screening, selection, and development solutions that are fair and inclusive at their core. Talogy can help you customize a complete talent management program. Solving for the talent challenges of today, and tomorrow.
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