![\"\u00d9\u0086\u00d8\u00aa\u00d9\u008a\u00d8\u00ac\u00d8\u00a9](\"https:\/\/www.foodengineeringmag.com\/ext\/resources\/Issues\/2018\/08-August\/hiring.jpg?1533318923\")
<\/h3>\n<\/h3>\nAs the talent pool in the MENA region continues to grow, and more recent graduates enter the job market each year<\/span><\/p>\n year after year, HR managers and those responsible for Employment<\/a> at most startups to tap into this new talent and hire a number of <\/span><\/p>\n recent graduates for a range of roles. Even so, this process remains a challenge for many companies and businesses across the region. Given that<\/span><\/p>\n Since most recent graduates have no real-world work experience, it is natural for hiring managers to hesitate and avoid making this decision.<\/span><\/p>\n However, recent graduates can be a valuable addition to any company. They\u2019re not only excited by the prospect of a new job opportunity, but are also <\/span><\/p>\n up to date on the latest trends and technologies, and can bring fresh ideas and perspectives to existing teams. Recent graduates can refresh routines <\/span><\/p>\n and bring a great deal of energy and enthusiasm.<\/span><\/p>\n But there\u2019s no doubt that making a Recruitment<\/a> sound hiring decision and choosing the right recent graduate is no simple task. Hiring recent graduates differs from hiring<\/span><\/p>\n \u0630<\/span>experienced professionals. With little or no experience, hiring managers at startups may find it very difficult to determine whether a candidate<\/span><\/p>\n \u0645\u0646\u0627\u0633\u0628\u064b\u0627 \u0623\u0648 \u0644\u0627.<\/span><\/p>\n In fact, hiring managers tend to make certain mistakes when hiring recent graduates. It\u2019s important to know what these mistakes are and how to <\/span><\/p>\n \u062a\u0641\u0627\u062f\u064a\u0647\u0627. \u0646\u0630\u0643\u0631 \u0641\u064a \u0645\u0627 \u064a\u0644\u064a \u0644\u0627\u0626\u062d\u0629 \u0644\u0623\u0647\u0645\u0651 \u062b\u0644\u0627\u062b\u0629 \u0623\u062e\u0637\u0627\u0621 \u064a\u0648\u0635\u064a \u0645\u0648\u0642\u0639\u00a0“\u0628\u064a\u062a.\u0643\u0648\u0645” (<\/strong>Bayt.com<\/strong><\/a>)<\/strong>\u00a0\u0643\u0644\u0651 \u0627\u0644\u0634\u0631\u0643\u0627\u062a \u0627\u0644\u0646\u0627\u0634\u0626\u0629 \u0628\u062a\u062c\u0646\u0651\u0628\u0647\u0627 \u0639\u0646\u062f \u062a\u0648\u0638\u064a\u0641 \u062e\u0631\u0651\u064a\u062c \u062d\u062f\u064a\u062b:<\/span><\/p>\n .<\/p>\n Do you remember your first job interview after graduating? Job interviews can be nerve-racking, and for many of these <\/span><\/p>\n market and sell themselves. When hiring recent graduates, it\u2019s important to be mindful of the following. Many recent graduates don\u2019t perform at their best <\/span><\/p>\n 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\u2019re a good fit because <\/span><\/p>\n shyness or a lack of interview experience may mask their abilities.<\/span><\/p>\n 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 <\/span><\/p>\n the first few minutes of an interview. It\u2019s important to avoid doing this, especially with young graduates. Instead, take the time to have formal conversations <\/span><\/p>\n 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 <\/span><\/p>\n a snack, if possible. In general, help them feel more comfortable and at ease so they can perform at their very best. <\/span><\/p>\n 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 <\/span><\/p>\n their abilities and potential, which may be masked by nervousness.<\/span><\/p>\n .<\/p>\n \u0627\u0644\u0645\u062b\u064a\u0631 \u0644\u0644\u062f\u0647\u0634\u0629\u060c \u0623\u0646\u0651 \u0628\u0639\u0636 \u0645\u0646 \u0623\u0647\u0645\u0651 \u0633\u0645\u0627\u062a \u0627\u0644\u0648\u0638\u0627\u0626\u0641 \u0627\u0644\u062a\u064a \u062a\u0647\u0645\u0651 \u0627\u0644\u062e\u0631\u064a\u062c\u064a\u0646 \u0627\u0644\u062c\u062f\u062f \u0627\u0644\u064a\u0648\u0645 \u0644\u0627 \u062a\u0634\u0645\u0644 \u0639\u0627\u0645\u0644 \u0627\u0644\u0631\u0627\u062a\u0628. \u0648\u0648\u0641\u0642\u064b\u0627\u00a0Bayt.com<\/a> <\/strong><\/span><\/p>\n \u0639\u0646 “\u0627\u0644\u062e\u0631\u064a\u062c\u064a\u0646 \u0627\u0644\u062c\u062f\u062f \u0641\u064a \u0645\u0646\u0637\u0642\u0629 \u0627\u0644\u0634\u0631\u0642 \u0627\u0644\u0623\u0648\u0633\u0637 \u0648\u0634\u0645\u0627\u0644 \u0623\u0641\u0631\u064a\u0642\u064a\u0627”<\/strong>\u00a0\u0641\u064a \u0634\u0647\u0631 \u062d\u0632\u064a\u0631\u0627\u0646\/\u064a\u0648\u0644\u064a\u0648 2016\u060c \u0644\u0627 \u064a\u062a\u0648\u0642\u0651\u0639 \u0623\u0643\u062b\u0631 \u0645\u0646 \u0646\u0635\u0641 \u0627\u0644\u0645\u0633\u062a\u0637\u0644\u0639\u064a\u0646 <\/span><\/p>\n more than US$750 in their first job. This is certainly good news for startups and new businesses that are more <\/span><\/p>\n cautious about hiring costs. In general, recent graduates\u2019 salary expectations are below the market average, and they value other benefits, such as <\/span><\/p>\n alternative work arrangements, training and growth opportunities, employee wellness programs, flexible working hours, and a workplace culture that suits them. If <\/span><\/p>\n 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 <\/span><\/p>\n It\u2019s a great place for him to start his career.<\/span><\/p>\n 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 <\/span><\/p>\n and helps reduce the risk of making poor hiring decisions.<\/span><\/p>\n .<\/p>\n Another factor to consider when hiring recent graduates is retention and commitment. These concerns are often cited as reasons <\/span><\/p>\n for not hiring younger candidates. However, here\u2019s how to avoid retention issues: when you hire a candidate, they should feel that the company wants <\/span><\/p>\n to invest in them. So there\u2019s 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. <\/span><\/p>\n Therefore, it\u2019s 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, <\/span><\/p>\n recognize their contributions, and give their ideas serious consideration. Recent graduates are usually eager to learn and determined to prove they\u2019re qualified <\/span><\/p>\nJudging a candidate based on first impressions<\/strong><\/span><\/h2>\n
Failing to highlight the job\u2019s incentives<\/strong><\/span><\/h2>\n
Underestimating their abilities and potential<\/strong><\/span><\/h2>\n