Optimize Your Recruitment Strategy for Hiring New Grads

SCOTTSDALE, Ariz. - May 9, 2013 - PRLog -- In a matter of weeks, fresh college graduates will begin the search for their long sought after first jobs.  Grads come with unique competencies and a Skinny Resume, so navigating the through the abundance of Skinny Resumes can be a gamble.  

Resumes are statements of skill and experience, but in reality only make up 25% of what makes a candidate a good selection for any position at any level.  Using assessments more than doubles your odds of finding candidates who will naturally excel in their jobs, giving deserving and hardworking graduates the opportunity to work and grow within your organization.

It’s easier than you think to muddle through those resumes and find the diamonds.  

Successful College Hires: Step by Step

1.    Create a Job Model.  A job model is more than a job description.  In addition to the duties of the job, what type of behaviors will the perfect candidate exhibit? How quickly will a person adjust to their new duties? How will a person’s choices and character meld with your organizational beliefs?

2.    Gather Resumes.  It’s important to gain tactical information about candidates, but be skeptical.  A recent study by CareerBuilder.com revealed that 78% of resumes contain misleading information.

3.    Measure innate talent.  Using objective measurement of both behavioral traits and cognitive agility using assessments lets you compare how a person will perform on the job versus the job model you created, how quickly they learn, what motivates them and how you should manage them.  

4.    Interview for choices. This is the time to find out a candidate’s perspectives from “their world.”  Ask questions that prod at their personal values, attitudes and commitment to excellence.

5.    Train!  Companies that train people win because they attract people that want new skills and have the capacity to perform.

A local Scottsdale company has been helping businesses navigate personnel issues for over 20 years.  Mike Stewart, President of the Predictive Group, has been working with organizations, both local and around the globe, to design “early talent” management programs to address the huge number of applicants they receive for thousands of open positions.

According to Stewart, “A Skinny Resume reflects talent whose resume hasn’t developed enough to catch a recruiter’s or leader’s eye or interest for a position.  Talent is defined as a marked, innate ability.  Innate means it exists in a person from birth.  So, measuring a person’s talent - behavior and cognitive ability - we can begin to understand the probability of a person being fit and accelerate naturally in a role.”

To measure natural talent, The Predictive Group uses the Predictive Index® (known by users as PI) and the Professional Learning Indicator™ (PLI).  The Predictive Index® has been in use since 1955, is scientifically and psychometrically valid and compliant with EEOC guidelines.  Taking less than five minutes to complete, users are commonly in awe of its uncanny accuracy.  The Professional Learning Indicator™ is a 12 minute test consisting of mathematical, verbal and spatial reasoning questions that measures learning agility and processing speed – essentially, cognitive ability.

“We have major global programs underway dealing with Skinny Resumes around the globe,” tells Stewart. “We have many openings and recent college grads that are applying absolutely do not match the resume job descriptions – at all.  So if we select and train Skinny Resume® talent, we can predict whether they’ll be average or above, whether they’ll like the work, engage and stay.”

So many college grads make excellent workers; they’re inquisitive, continuous learners, and have the energy and willingness to take on assignments. Finding and attracting high potential individuals is becoming more and more important for filling the critical roles that our baby boomers are leaving behind as they retire.  Selecting the ones who will stick and stay with your company requires a completely different recruiting and selection process from what you’re doing now.  

www.predictivegroup.com

480-423-5222