Design Thinking : HR Hiring Strategy
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The document discusses the challenges of hiring new graduates, highlighting their lack of professionalism, experience, and dependability compared to candidates from school organizations. Employers prefer using social media like LinkedIn and intermediaries from schools for recruitment, as career sites are deemed ineffective. The need for motivated and responsible hires is emphasized due to the retiring baby boomer workforce.
Design Thinking : HR Hiring Strategy
- 1. First Draft
- 2. Say Do think Feel * Baby Boomers retiring * New graduates are very quick to learn technology * New graduates are generally not professional and lack experience * New graduates are not dependable and can’t manage time * Working with school organizations usually yields more motivated and responsible workers * As an employer we dont use career sites and focus more on social media like LinkedIn * Working with a intermediate person working with the school and companies is preferred * Agencies are not preferred because of their focus on contract work * Hiring younger people means fresher ideas and cheaper salaries * Clients require an adult mindset that many new graduates don’t have * School organizations provide more quality candidates * Career sites are a waste of new graduates time * Working with a intermediate person working with the school and companies is preferred * New graduates can’t be trusted with client facing or time senitive work * Candidates generation explain atttitude and work ethic * Hiring younger candidates cannot handle most of the work handed to them * Hiring younger candiates saves the company money * School organizations, linkedin, & school intermediates yield the best younger crop of candidates * Career sites provide little value * Important work is best left to the experienced employees Hiring Students Right from School: Interview with HR Manager Hiring Managers need growth seeking and responsible hires because many more experienced employees are retiring or moving on