Share what you know with millions of people
Focus is the best place to turn what you know into remarkable content
0
What do you look for when interviewing a recent college graduate?
You answer could also include candidates with no real job experience as well.
Do you look for character traits, internships, GPA?
Events
- Dos and Don'ts of Small Business Marketing May 29 @ 11 am PT
- Lead Nurturing 202: The Next Generation May 31 @ 11 am PT
- The Tricks to Paid Media June 6 @ 11 am PT
- Display Advertising for Brand Awareness June 20 @ 11 am PT
Related Activity
6 Answers
Course content related to job. Experience with part-time, internship, or work-study positions related to job and details about what those entailed. Grade point average. References from faculty or supervisors. Level of proficiency in specific skills applicable to the job. Punctuality and presentation (on time for the interview, dressed appropriately, good manners, enthusiasm, ability to communicate clearly.) If the job includes writing or research, ask for a sample paper from school course. Depending on what school the person attended and amount of training needed for the specific job, assess what tasks this person could actually perform on day one.
Personal maturity with professional carriage.
1. Industry relevant co-op or internship experiences!
2. College/career related extra-cirricular activities
3. Above average verbal and written communication skills!
4. Excellent work ethic as described by relevant references.
5. Ability to fit our company culture/team
ALl else being equal GPA will then be considered highly but in most cases unleass very poor GPA is not a big factor for us!
Competence and job suitability.
In addition to all the other items specified above, passion, curiosity and ambition.
I would start from the job skills and competencies profile. Then, I would find the factors to "measure" them: review of the qualifications, graduation grades, references but I would use interview questions as the main measures. You can describe job-specific situations and ask the candidate how it would act if they were facing them. And you can ask them to describe situations from the past (school, projects, etc.) where they had the chance to show such competencies. For instance, if you need someone with good planning and organization skills, you can search for situations in the past where they needed to plan a project, organize an activity, etc. You can also ask how they were planning for the exams, etc.
Use all the measures you can, even simulate job tasks, but use the same measures for all the candidates and then rate them against the criteria.
So, the model should be like this:
1. define job competencies; 2. find relevant behavioral criteria; 3. rate each candidate against the criteria; 4. "measure" motivation and compare to job motivators; 5. compare candidates;
Use personality assessments if available!
Answer This Question