If you do not hire recent graduates, you are passing up on some of the most intelligent and enthusiastic individuals you will ever meet.
It is wonderful for graduates to arrive at your interview room and still be in the midst of their education. As a result, they are ideally suited for further training.
Additionally, they are well-versed in current best practices and industry trends and excited after watching or listening to things like those discussed in this link. You may underestimate the value of recent college grads at your firm, but you must accept the duty of developing these sharp minds as your company grows.
As a result, how do you make the most of this unique opportunity?
Expectations
When you make an offer, make sure the graduate understands exactly what is expected of them.
If they are to fit in, you will have to explain what your office culture is all about and how they fit into it. In addition, they must be aware of your expectations of them, the team's expectations of them, and when breaks are scheduled.
Make a fun handbook to read while still providing a thorough understanding of the business. At the very least, a lot more than they could learn simply by reading your website a few times.
Do not rush the process of onboarding new employees; treat it as an opportunity to build personal relationships
You should also be conscious that your customers will have high expectations of you and your firm. Therefore, early in the process is the best time to have this dialogue….
Introduce them to everyone
Your company's culture is a significant factor in your decision to hire someone. It would be a disservice to simply stow them away as part of the rest of the luggage. Instead, each employee you bring on board should bring something new to the table that sets them apart from the competition. It could be a point of view, a way of functioning, or simply because they 'fit' in the way they work.
The folks at the top and those generally not deemed vital in a company should be introduced to new hires throughout the onboarding process. So if you have a coffee cart, a post room, door staff and so on, make sure that they are introduced.
All of your employees will feel valued, and the new worker will feel like part of the team.
Offer a mentoring program
Your most successful should mentor new employees for a short period, even if that means sacrificing some of the company's significant resources.
Continue to be a point of contact and mentor for as long as the company employs them. This accomplishes two goals.
A higher sense of responsibility and the opportunity to pass on their business, clients, and culture expertise to more senior personnel.
It gives the new employee someone to turn to for help and support when working on their initiatives.
As a whole, the organization will benefit from strong er ties, and the wisdom of more senior staff will be invaluable.