What to evaluate when the candidate has no experience?

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What to evaluate when the candidate has no experience?

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Professionals with little – or no experience – can be a valuable investment for companies. Especially those that focus on talent development. Therefore, it is important to know what to evaluate when the candidate has no experiencein order to have assertiveness in hiring. Some of the aspects that we consider fundamental:

  1. hire character, train experience;
  2. align expectations;
  3. check the candidate's real interest;
  4. focus on indispensable skills;
  5. build an identity for your company.

One enlightening objective in the curriculum may attract the attention of recruiters, but what to evaluate when the candidate has no experience?

In general, the words contained in the document are not sufficient for an assertive decision. And that is why your HR specialists have to know issues that go beyond their capabilities.

In this post, we get to the bottom of this issue – after all, we can agree that there are advantages and risks in hiring professionals with no experience. And so, we will show you that there are several aspects to be observed that allow a complete evaluation in the selection process. Check out!

Why hire inexperienced professionals?

When we go to a restaurant, for example, we tend to look more affectionately at the establishment that has a waiting list, than the abandoned one, with no customers at the table or waiting for one, right?

They say the same thing about the stalls for fair pastries. And with their due proportions, of course, many recruiters do the same throughout the selection processes they conduct.

Resumes filled with opportunities in large companies, with endless lists of courses and qualifications, fill the eyes of any human resources specialist.

However, a number of reasons can limit the momentum and desire to hire these great specialists. After all, they are the most sought after and expensive professionals – and they also carry their own “Addictions” and means of work.

Knowing what to evaluate when the candidate has no experience, in turn, puts your company in a different position in the market.

And do you know why?

The cost is lower – although there is an investment to develop it – and the results occur on several fronts, such as:

  • more determination to grasp your first opportunity hard;
  • plenty of engagement and motivation;
  • continued interest in learning;
  • absence of addictions that can interfere with its growth within the company;
  • closer to the culture and profile of the company.

Many relevant points to be considered, isn't it?

>> We produce a digital book that features a step by step to produce an assertive recruitment and selection plan. Click here and access now!

What to evaluate when the candidate has no experience?

If there are advantages to knowing what to evaluate when the candidate does not have experience and apply them in the selection process, there are also cautions in this hiring.

And the main one is, without a doubt, the planning of training and qualification of employees. After all, your investment must translate into results for both sides.

The employee returns a lot to the company, but it also has to offer this professional. Otherwise, you are only making hiring costs cheaper, but you are not adding anything to the development of your brand (and the person and professional hired).

So, we have gathered some fundamental aspects about what to evaluate when the candidate has no experience, and that can help you enrich the recruitment and selection process. Check out!

1. Hire character, train experience

The above sentence is quite popular among human resource specialists. It is also one of the most accurate and impactful.

When someone does not carry the technical aspects to fill a vacancy in the company in their professional history, recruiters can focus on what is already inherent in the profile of the candidates.

After all, the skills, competences and knowledge for carrying out activities can – and must – be worked on through training.

2. Align expectations

It is always good to know the profiles (behavioral and technical) of each position in the company. This makes it easy to know what to evaluate when the candidate has no experience – and also when they have it.

Then, it is easier to describe the opportunity, explain it to the candidates and identify, in the interviews and in the tests, which of them have the expectations very well aligned with those of your organization.

3. Check the candidate's real interest

A good way to know what to evaluate when the candidate has no experience: interest in the opportunity. This is because, the country still lives with the echoes of economic and political crises. Unemployment rates have been accumulating worrying highs.

And as a reflection of that, many people are looking for a job – any job – than a chance to grow personally and professionally in the area that they can do better.

So, it is up to your recruitment and selection specialists to challenge the diagnosis of which candidates can, in fact, offer value to the organization while they are polished through day-to-day development techniques.

4. Focus on indispensable skills

In addition to the aforementioned “character”, which includes much of the candidate's personal profile, it is possible to observe some characteristics that can differentiate them in the selection process style=”font-weight: 400;”>.

For example: creativity, this fuel for the most engaged minds and who conceive innovative solutions at all times. Leadership, also, is a skill to be observed, as well as logical reasoning, mathematics etc.

It is important to know which of them can be used to benefit the responsibilities and activities that this professional will undertake, should he win an opportunity in your company.

5. Build an identity for your company

Finally, it is important to build a Own DNA, for the organization. Something that attracts, generates identification and brings the company's actions and positions closer to the profile of its employees.

And that includes, of course, those you want to know what to evaluate when the candidate has no experience. All because this approach will add a list of resumes most associated with your brand.

That is why we have highlighted previously that hiring inexperienced professionals is an investment. It is part of a culture based on the identification generated and mutual assistance.

So, we want to close this article by listening a little bit about what you have been following inside and outside your company: in your opinion, what to evaluate when the candidate has no experience? Leave your comment, below, to expand the discussion on the subject!

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