The most important part of an organization is to hire the right candidates. Whether experienced or fresher, choosing the right one is the job of an HR. The question which arises is why to hire the fresher if you can hire an experienced one.
Let’s weigh in on the fresher department and see why it is a plus at the time of recruitment.
- Can be moulded easily: Freshers only have the impressions of what is taught in school/colleges. This helps the organization to mould them the way they wish so that they fill in the requirements of the company.
- They are quick learners: Since freshers are easy to mould. It would be very easy for them to learn new things and at a much faster rate as compared to somebody who is set in his/her own ways.
- Lower attrition: Freshers are looking for experience and knowledge on the field. Their only frame of reference is their current company and so are more insecure about making a job change and hence have a lower attrition rate.
- They are adaptive: Freshers lack work experience and to compensate for that they tend to work harder, putting a lot more effort. They can be put to work on any technology and with adequate training, they can easily grasp that.
But there always exists a flip side to every coin. Though the above theory puts a fresher on an advantageous side as compared to an experienced candidate. There are certain drawbacks too which go hand in hand with it. Namely:
- Freshers are under-skilled.
- Not yet job-ready.
- Weak foundation.
- Unreliable resumes.
- Lack of personal development.
Whatever might be the case, at the end of the day Campus Recruitments still prevail in a full-fledged manner, notwithstanding its challenges, at the same time. Let’s delve into this aspect as well with a bit more clarity.
The recruiters and organizations are the sufferers if by the end of the day the desired result is unsatisfactory. This can happen due to a lot of reasons, one of them, most importantly, (as perceived), is the overall performance of the appeared candidates.
But, is this the only challenge that recruiters face when hiring freshers?
This piece will take you through several dilemmas faced by the recruiters when dealing with campus hiring.
The Right Place
Hire-to-meet-immediate-needs approach of hiring does not do any favour, in the current scenario. Many of the colleges see getting a greater number of companies on their campus compared to the previous years, as something achievable. Fair enough!
Recruiters, in contrast, start facing challenges from this very stage. In a layman language, college campuses are the source of easy availability of a large pool of candidates. But for a recruiter, or for that matter an organization, it’s not practical to hire from every college out there. This is the reason why it becomes crucial to narrow down which specific campuses are they going to target. After all, it’s a lot of money, time and other vital resources at stake.
The degree of literacy or geographic challenges faced by hiring managers is significant.
“As per the survey, while 55% of recruiters from metros were satisfied with the communication skills of the freshers they hired, only 28% of recruiters from other cities felt the same.”
Neither it’s possible to hire in dozens from top tier colleges, nor does fishing collectively in a pool guarantees you the expected outcome.
Rarely, a graduate has exposure to actual tools and software used, nor they are aware of workplace etiquettes. To judge only based on academic skills is another challenge. Selecting the institutes based on this becomes challenging once again.
The Correct Time
In India, April is generally the year-end closing month, when companies’ close operations and announce their financial statements.
How does that matter?
Outcomes like the budget for hiring, the expected number of new hires and compensation significantly depends on the financial results. This is the time when many employees choose quitting the firm, not being happy with the compensation and hike in their salaries. Hence, such companies commence hiring diligently from consecutive months. Companies with the financial year being in other months also follow a similar cycle.
Also, the placement season in colleges starts from the beginning of the respective semester. With other organizations approaching the same campuses, they also have to find the right time to target.
There are times when students might not be present for placement in considerable amounts. These are times when semester exams are in full swing, or the curriculum is fixed for any other different activity, or even the vacations are not the right time for recruiters to go hunt for talent.
All of these factors, combined, become challenging for an organization to decide the exact time to go hunting freshers.
Need vs. Expectation
The pre-placement talks, the job descriptions and selecting the team-to-hire becomes very much exigent. The target audience, suffering from lack of exposure to the company culture, inability to meet deadlines and other such corporate essentials, adds on to the fullest.
There exists a kind of skill gap between what recruiters need and what candidates seem to appear on their resumes. The challenge comes when recruiters tend to sound comprehensible for candidates, and the students get it wrong.
The Perfect Candidate
HR professionals often observe themselves pinned when they don’t face candidates with solid foundations or skill sets needed for the position.
“Almost 57% of recruiters feel the engineering freshers they hire do not have the necessary technical skills required of their profiles, including coding skills.”
Skipping the required skill gaps and finding the right fit means leaving your comfort zone. When at the path of campus hiring, recruiters are aware of the level of skill sets of the candidates.
The Apt Compensation
After a four-year-long stretch and then getting placed, all that a student wishes is to take home the best and attractive salary package. Every student in the campus sets a benchmark of his/her dream package. They do a lot of research and end up getting an idea of the packages, different companies provide. Well, why shouldn’t they?
In the campus, candidates have the leverage of attending several pre-placement talks and options to apply to several companies with several profiles. So, the recruiters have a challenging task fixing the compensation for the job profiles.
Not only this, the benefits and incentives, which represent the gorgeous and appealing side of any hiring process, do invest in a recruiter’s efforts.
The recruiter offers a different salary structure to different colleges they visit, depending upon the reputation and standards of the institutes. They have to come up with a salary structure which is attractive enough to make students fight for it and much enough to make them think they should apply.
Refusal after Acceptance
Now, coming to the most frustrating aspect of this process… Candidates dropping off after an offer has been made.
Candidates’ refusal to join after acceptance can cost a team month of efforts; needless to say, the cost of one hire. Where opportunity cost starts right from when the position becomes vacant until it is occupied by a new hire. All the math is just too daunting.
The reasons for drop-offs as per the candidates; lack of understanding of job roles, unhappy with the compensation or location, leaving for higher studies, so on and so forth.
Hence, talking about campus hiring… Hiring from the mass is something which requires outrageous levels of tolerance, productivity and furthermore keeping up the time smash, from the recruiters’ team. It is a standout amongst the most complex business functions.
Considering the different touch-points and procedures that must be overseeing, a normal recruiter, in a college campus, gets about 350 candidates. That is 350 applicants to track, manage, communicate, and at the same time organize the whole activity.
And that is only for one job.