As the talent pool in the MENA region continues to grow, and more recent graduates enter the job market each year

year after year, HR managers and those responsible for Employment at most startups to tap into this new talent and hire a number of

recent graduates for a range of roles. Even so, this process remains a challenge for many companies and businesses across the region. Given that

Since most recent graduates have no real-world work experience, it is natural for hiring managers to hesitate and avoid making this decision.

However, recent graduates can be a valuable addition to any company. They’re not only excited by the prospect of a new job opportunity, but are also

up to date on the latest trends and technologies, and can bring fresh ideas and perspectives to existing teams. Recent graduates can refresh routines

and bring a great deal of energy and enthusiasm.

But there’s no doubt that making a Recruitment sound hiring decision and choosing the right recent graduate is no simple task. Hiring recent graduates differs from hiring

ذexperienced professionals. With little or no experience, hiring managers at startups may find it very difficult to determine whether a candidate

مناسبًا أو لا.

In fact, hiring managers tend to make certain mistakes when hiring recent graduates. It’s important to know what these mistakes are and how to

تفاديها. نذكر في ما يلي لائحة لأهمّ ثلاثة أخطاء يوصي موقع “بيت.كوم” (Bayt.com) كلّ الشركات الناشئة بتجنّبها عند توظيف خرّيج حديث:

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Judging a candidate based on first impressions

Do you remember your first job interview after graduating? Job interviews can be nerve-racking, and for many of these

market and sell themselves. When hiring recent graduates, it’s important to be mindful of the following. Many recent graduates don’t perform at their best

during a job interview, they may find it difficult to fully communicate their skills and abilities. Their potential may not come across, making it difficult to assess whether they’re a good fit because

shyness or a lack of interview experience may mask their abilities.

What we suggest is trying to make the job interview as stress-free as possible for them. Most hiring managers make a hiring decision within

the first few minutes of an interview. It’s important to avoid doing this, especially with young graduates. Instead, take the time to have formal conversations

both formally and informally, and give them a tour of the office so they can see the workplace and meet their potential colleagues. You should also offer them coffee or

a snack, if possible. In general, help them feel more comfortable and at ease so they can perform at their very best.

You may also want to consider holding more than one interview in different formats, as well as asking them to complete one or two tasks independently, to better assess

their abilities and potential, which may be masked by nervousness.

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Failing to highlight the job’s incentives

المثير للدهشة، أنّ بعض من أهمّ سمات الوظائف التي تهمّ الخريجين الجدد اليوم لا تشمل عامل الراتب. ووفقًا Bayt.com

عن “الخريجين الجدد في منطقة الشرق الأوسط وشمال أفريقيا” في شهر حزيران/يوليو 2016، لا يتوقّع أكثر من نصف المستطلعين

more than US$750 in their first job. This is certainly good news for startups and new businesses that are more

cautious about hiring costs. In general, recent graduates’ salary expectations are below the market average, and they value other benefits, such as

alternative work arrangements, training and growth opportunities, employee wellness programs, flexible working hours, and a workplace culture that suits them. If

the company offers these incentives, be sure to highlight them upfront in the job description and during the interview or screening process so candidates can see that the company

It’s a great place for him to start his career.

In addition, providing details and transparency about the company culture, work environment, and job incentives helps attract the most suitable candidates while saving time and money

and helps reduce the risk of making poor hiring decisions.

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Underestimating their abilities and potential

Another factor to consider when hiring recent graduates is retention and commitment. These concerns are often cited as reasons

for not hiring younger candidates. However, here’s how to avoid retention issues: when you hire a candidate, they should feel that the company wants

to invest in them. So there’s no reason not to value their abilities, encourage them, and empower them to work to their full potential. These young minds will shape the future of the company.

Therefore, it’s important not to underestimate them or their experience. Instead, companies should make the most of their skills and encourage them to take part in brainstorming sessions,

recognize their contributions, and give their ideas serious consideration. Recent graduates are usually eager to learn and determined to prove they’re qualified

for their new roles. They can be trained, mentored, and developed into top performers who are a great fit for the company in the future.

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In general, recent graduates can be a great asset and bring a fresh perspective toTeam at the startup. Some startups that

need more experienced employees to get their new ventures off the ground avoid hiring recent graduates. In that case, we recommend

using an internship program as an alternative starting point, where interns can also be trained and evaluated. However, keep in mind that most interns aspire

For a full-time role. Therefore, make sure to treat them as regular members of the team, recognize and motivate them to

do their best and remain loyal to the company.