The hard logic of resume review tends to weed out candidates with little experience, instead focusing on potential candidates with stronger records of accomplishment.
Overall, it’s a good strategy. You end up with experienced candidates practically ready to start contributing on day one. However, it does have drawbacks. It leans heavily on qualifications, rather than qualities. This brings in people with on-paper experience, but tends to ignore the softer attributes that can sometimes make for the best employees.
Traits like creativity, quickness to learn, imagination, and loyalty get overshadowed by more concrete evidence of competency. Higher floor, maybe, but lower ceiling.
Entry-level positions provide a great opportunity to experiment with candidates who may seem outwardly less qualified, but have other talents you can use. There isn’t the same pressure to bring in resume superstars for entry-level gigs, largely because they present as no-experience-necessary positions.
Whether they are recently joining the workforce with a resume padded by high school accomplishments and volunteer positions, or if they are mid-career transplants with a long resume in the wrong industry, entry-level candidates provide a number of benefits. Here are a few key advantages:
More established candidates can often shorten the training process; their familiarity with general procedures helps them jump right in and allows them to ramp up quickly. However, this comes with a tradeoff.
More experience means ingrained habits, which can cause conflict if the employee can’t adjust their ingrained routines to your specific process.
Entry-level candidates don’t suffer this problem. They come in as nearly blank slates, so it’s easier to integrate them more fully into your procedures.
Thinking can get stale if an outside voice never gets heard. Entry-level candidates come in with a fresh perspective. On the one hand, this means they have a lot to learn. On the other, they can provide useful feedback and a new way of looking at your protocols.
If the applicants are inexperienced because they are young, you may gain a technological advantage. Younger workers come from a generation steeped in the most current technology.
Meanwhile, if the entry-level applicant comes as the result of a mid-career shift, they bring extensive experience from their previous positions. They can clue you into how certain activities are run in other industries. It allows you to review your processes through fresh eyes.
Entry-level candidates tend to come into a situation with high levels of enthusiasm. The fact they are learning many tasks for the first time may seem annoying to you, but for them, the exposure to new information can feel invigorating.
They will also be more likely to ask a lot of questions, which can also be a healthy addition to an established workplace. The questions can build a strong base for future growth, allowing the candidates to develop a relationship to you and with the company.
Finding candidates with creativity and imagination, even for entry-level positions, infuses your team with energy and opportunity for improved productivity. A first-rate recruiting firm, like United Personnel, can help you find the talent you need to spur ongoing growth.
Contact United Personnel today to find out more.