Dear Hiring Managers. I write this letter to greet as well as congratulating you on your wonderful endeavor of managing organization’s most valuable assets, the people. It’s a tough work and it is a noble deed because without you, organizations wouldn’t be as profitable, respectable and valuable. I am writing this letter to remind you on the best HR Practices that you MUST adhere to, Nowadays there’s an influx of applications from candidates, most of them are categorized in the Entry Level (less than 1-year experiences or fresh from college type of candidates). They ‘re looking forward to nourish their careers and grow to become reliable professionals that our country desires. It’s true that most of them doesn’t possess what your organization is looking for. Yes, I’m talking about 3-5 year working experience. It’s sad to see countless fresh from school candidates being rejected by organizations of all size (from corporates to community owned organizations)
I am writing this as a reminder on how you should look at your (application pool) candidates that applied for a vacant position within your organization and instead of focusing too much on Years of Working Experience from such candidates try to evaluate their career aspirations. This is really possible when you ask candidates questions like “Where do you see yourself in the next 5-10 years?” this question will provide you with a glimpse of candidate’s aspirations. We all can agree that Labor Turnovers is a massive problem to most of our organizations in 21st Century. So, in solving such challenge it is easier to invest in Entry Levels as they can be loyal partners that would eventually realize your organization goals and objectives in a timely manner.
However, for your organizations to achieve this, you will need to support them (entry level employees) by providing a clear career ladder programs, training and development opportunities and involvement (even in the form of observatory-participation) in the decision-making meetings, reward them on achieving some important tasks, instead of punishing them for being 20min late to report in their respectable work stations, Do not condemn or criticize anyone openly (in the presence of co-workers, employees, or managers) You can do so privately by explaining precise mistakes and their effects on an organization, and listen attentively their responses . By doing so you will impart a sense of ownership and belonginess to such employees and you will be able to retain your most valuable assets.
A quick recap:
- Labor Turnover is still a problem in 21st Century.
- Invest in Entry Level type of candidates.
- Provide a room for them to grow and thrive today so they can be a loyal and stable foundation for your organization in the next 5-10 year
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