An Insight on Fresher’s Hiring in Technology startups

Today, “Technology sector” is continuously buzzing with new developments in skills as well as jobs. With “Start-ups” representing a dynamic eco-system, people are expected to be highly active, performing multiple tasks and be ready to face new challenges every time.

So Why do we hire freshers?

Freshers i.e. the young millennial – are tech savvy, highly enthusiastic, with better grasping power and fresh perspective and they also contribute to the organizational diversity. Their freshness and energy affects others too and keep the start-up eco system alive.
Hiring Freshers is cost effective too, they come at a lesser cost than the experienced ones since they lack relevant exposure and work experience.
Fresshers tend to be more focussed and serious about their job as this first job would be the starting point of their career. Therefore, it’s only apt to keep hiring freshers.

What are the skills we look out for in freshers ?

Some of the primary skills we look include
·Logical Thinking Ability, good problem solving skills
·Clarity in Basic Technical concepts
·Aptitude and Attitude to learn and grow
·Honesty and integrity, Team player ability
·Ability and Competence to go that extra mile

Attracting such great talent to work for start-ups can be quite challenging. Majority of the candidates give first preference to MNCs. Therefore, before deciding on which sources to use for recruitment, organizations must first develop marketing and branding strategies to make themselves familiar and popular amongst freshers.

What are the common sources for hiring Freshers?

Conducting Campus Interviews
Campus interviews are an effective source to hire many freshers simultaneously. Though its time consuming activity, the available talent pool is vast to choose the candidates from.
Campus Drives, however, can be challenging for start-ups as they have to compete with bigshots which easily attract young talent and the unselected average students remain for start-ups. Therefore, Timing and marketing are the key factors to be considered for successful campus drives.

Tie Ups with the Training Institutes
Training Institutes are another great source to hire freshers. The theoretical and practical training given to candidates make them market ready and help organisations to select skilled resource. Some training institutes even conduct campus drives at their own premises to aide companies in their recruitment process. Training institutes are also providing specialised training courses to selected students as per company’s requirements. This in turn can save company’s time and cost needed for basic training.
However, the quality of training programmes is deteriorating making it difficult to select the right candidate. It’s also observed that instead of enhancing the technical skills, candidates join these institutes as primary means for placements.

Job portals
For freshers hiring, Job portals can be used as a parallel resource in addition to above sources. The major challenge while using job portals is the irrelevant job applications. Candidates do not read the job requirements correctly and apply for job. Moreover, the resumes are incomplete often lacking the required information.

Internal Reference
Internal References by existing employees can also be used to source profiles. To motivate employees for providing reference, an employee referral scheme should be in place which encourages employees to refer suitable candidates from their social networks. It not only reduces the recruitment cost but also ensures candidates’ quality. However, it’s advisable not to rely entirely on references as it could restrict diversity in workforce.

What are the challenges in hiring freshers?
The hired fresher is a liability for the initial few months. To make them productive, the organizations have to invest time, money and other resources to provide essential training.

Common challenges faced while recruiting freshers include –

1)Skill gap
It is observed that engineering freshers lack the necessary technical skills including coding skills which prolong the recruitment process.
Though the available talent pool is large but the quality of talent is poor, the selection rate is far below average.

2)Attitude and cultural fit for the organization
Fresh graduates usually have very less knowledge of corporate life, work culture and working standards.
They are unaware about business standards and business models, workplace etiquettes, expectations regarding their roles, work place diplomacy. They have to often struggle to meet work deadlines and match Team Dynamics.

3)High salary demands

4)Because of lack of professionalism candidates often drop out

5)Inaccurate resumes
Freshers often miss to mention important details like year of passing the course, any gap between the course, course details, specialization etc.

In addition to above, if the fresh recruit is unable to grasp the knowledge effectively then the entire effort right from recruitment to cost to hire is wasted resulting in the company loss and repetition of the entire recruitment process.
Sometimes Freshers are not sure about their career path, after working for some time they want to leave for higher studies or change the job profile.

What can be the possible solution?

Our time: 3:19am IST