This is the graduation season. For many college students, it means it’s time for them to find work.
There are many vacancies on LinkedIn that are currently open to recruiting. and your agency or brand It may be looking for employees with various experiences. just a little So the question arises What qualities should brands look for? When it comes to hiring entry-level employees, including Soft Skills and Hard Skills, is it important to ask which questions will leverage their expertise the most? Including what precautions to be aware of And here’s a guideline that will help answer that. What should brands look for in fresh graduates?
What brands look for in candidates
success in work No work or life experience is required. Some success depends on the person. Aptitude and willingness to work
Looking for candidates who demonstrate problem-solving abilities Brands want to hire people who have done it before. and will do the work necessary to be successful. Ask applicants to showcase their experiences and how they can relate that experience to the work the brand does. Someone who can demonstrate these elements is an attractive candidate choice.
Hard Skill vs. soft skill
Hard skills are the easiest to see. Applicants invest time to verify their competence in the field of application. It’s like building a foundation for success. Because applicants who know the basics of the work to be done on a daily basis And it allows them to work in a recruited position much faster, but Soft skills become more valuable over time. But it is more difficult to judge based on a resume or interview because many applicants are unable to provide sufficient specifics when demonstrating an understanding of the questions or skills required.
Types of questions to ask
Although HR already has a line of questions in mind. but did not want to set too high expectations Because in this new generation, no one can handle the tough job. and do not have experience in all types of work Brands should expect candidates to have a clear view of the organization and be genuinely interested in the position they are applying for. We will get a new generation of people who are more dedicated and ready to work with the organization.
sample question
- Tell us about your analytical decisions about the work you do? – It might be a way to offer opinions they feel constructive about during the holidays. The goal of this question is So you understand the decision-making abilities of the applicant and how to isolate the problem.
- What made you interested in this job? – Looking for passion in this answer is a good example Because someone who knows industry insights and can figure out why your business is interesting. A good candidate will tell you that. They use their own time to gain experience or learn more. about the position he is applying for
- Do you have any questions? This is always the last question. But it’s a very important question. If applicants show that they have done their homework about the organization they are looking for.
Caution
Non-Homework Applicants: Good applicants will need to spend time researching the job, company, people interviewing them, or industry information. Applicants should at least visit the brand’s social media accounts or websites. to know what brand you are applying for, what they are working on And what is the format of the work?
Applicants lacking enthusiasm or interest in the job: Lack of enthusiasm during the interview or after. for that company or industry It is a clear indicator that they are incapable or unwilling to do such work.
Source: searchengineland.com
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