How to Hire Entry Level Employees to Fit Your Job


Tips for Great Entry-Level Hires

“97% of employers cite that entry-level positions are important to their organizations”
(from The State of Entry-Level Employment, March 2017, Rockefeller Foundation)

Most of us see the truth in the statement above. In many industries, our entry-level employees make our product, deliver our service and/or interface with our customers. They are directly responsible for:

● Product/service quality
● Product/service cost
● Customer satisfaction

The same study confirms that a majority of organizations are still relying on outdated hiring practices. These practices often lead to hiring based on first impressions and selecting candidates based on irrelevant factors.

What do we need to know?
Here are three areas that matter when evaluating entry level hires:

Can they do the job?

We are good at evaluating physical abilities like lifting and climbing. However, studies show that fitting a candidate’s cognitive abilities with the job, (ability to learn and reasoning ability), is the biggest factor in productivity and retention. Gaining insight into candidate’s cognitive abilities is critical to making a good hire.

Lower cognitive abilities are a fit for repetitive jobs while higher cognitive abilities are needed for jobs that require continual learning, decision making and adaptation. Conversely, a candidate with high cognitive skills will be bored in a repetitive job and is likely to quit.

Will they do the job?

This is where a candidate’s personality traits come in. For example, understanding if a candidate is people oriented is key if the job requires customer contact. On the other hand, high sociability is a negative if the job requires working alone. Stamina and endurance might influence job fit for employees making a product or delivering service.

How will they approach the job?

Conscientiousness is important in any entry level position. Conscientiousness tells us the candidate’s tendency to work with honesty and integrity and to follow the rules of the organization.

How do we improve?

Assessment tools targeted for entry-level candidates can give us good, objective measures of a candidate’s cognitive ability, personality traits and conscientiousness. They help us to evaluate a candidate’s fit with the job. These tools can be surprisingly inexpensive (~$25 per candidate) and are easy to administer. Go to http://www.pdservices.com/Workforce-Assessments/ for more information. Call 740-326-4494 or email info@PDServices.com to request a complimentary entry-level assessment.