5 Things to Look for When Hiring College Graduates

As thousands of graduates receive their college diplomas, employers across the country are gearing up for multiple rounds of interviews, being inundated with resumes and trying to find the best talent from a large group of candidates. Each year, companies receive a new crop of potential employees when colleges celebrate their commencement ceremonies. So, as a company, what should you look for when hiring a college graduate? We will discuss that in this post.

Do They Know What They Want to Do?

When sitting down with a recent college graduate for a job interview, you need to figure out if the person sitting across from you knows what they want to do with their career. Most college graduates will not know what they want to do, but they will tell you one thing; they want to work the job you have available right now. If a recent grad tells you they are applying to law school or are joining the Peace Corps, they have no idea what they want to do.

Do They Have Tough Work Experience?

We know that they are right out of college, but many college students will work while in school to either offset the cost of their education or to pay for their textbooks and other supplies. Look for a candidate who has worked through college or who has a tough work experience. This includes waiting tables, bartending or working in retail.

Look at Candidates Who Completed a Difficult Task

When you find a candidate who has done something difficult on purpose, such as playing sports while in school or earning a double major, you will have a fine candidate on your hands. Someone who has deliberately challenged themselves will be more inclined to do so in the workplace and they know what it takes to overcome adversity when it strikes.

Who are Their Role Models?

Try to find out who your job candidate’s role models are. Do they admire a family member or a close friend? Do they look up to someone who works the same job that you are firing for at another company? If so, they will have someone to turn to for guidance and support when problems arise at work. If the candidate has known his or her role models for most of their life, he or she will have a strong feeling for what their career track will look like.

What are Their Long-Term Goals?

In the perfect situation, you want the candidate’s goal to be related to business and the career success they want to have in the future. You want to hear that they want to be with the company for the long haul and that they want to be part of the company’s success.

Speak with an experienced staff member from B. Loehr Staffing today to discuss what you should look for when hiring a recent college graduate.

Should I include a photo on my resume in 2014?

Many job seekers want to know if putting a photo on their resume is a good personal marketing tool when applying for jobs. The answer to this question is flat-out “no.” There have been some resumes that have featured photos in the past because job seekers have been told it is a good idea. But, with today’s digital age, many potential employers will be able to see pictures of you when they browse your social media accounts to grasp the type of person you are outside of work.

Pictures Can Make Content Illegible

 When you put a photo of yourself on a resume, you could be risking the integrity of the resume and whether or not it can be read by potential employers. Putting a picture on a resume takes a lot of editing skills to make sure that you do not disrupt the written content on the paper. Many companies will take your resume and input it into a database that scans the resume and places the data from it into electronic form. A picture could make it difficult for the software to read the content on your resume, which could lead the company to throw it away without considering you for a job.

Pictures Can be Distracting

If you place a picture of yourself on a resume, you could be inviting hiring managers and recruiters to be distracted. People love to look at pictures, especially of other people. This is where the distraction issue comes into play. The recruiter or hiring manager might spend more time looking at your picture and scrutinizing it than the time spent reading through your experience and skills.

Discrimination Could Come from a Picture

It is illegal to decline jobs to people based on their religion, ethnic background, race or sex – but sometimes unconscious hiring biases still creep into organizations. Because of this alone you should avoid putting a picture on your resume. Do not give recruiters or hiring managers any reason to decline you for a job other than your background and skills. You can avoid any potential discrimination by keeping your picture off your resume.


The bottom line here is that photos should be kept off of resumes at all costs. Contact the experienced staff at B. Loehr Staffing to discuss how to construct a correct resume for your job search.

Transparent Employers Attract Candidates

Many employees want to know as much as possible about the company they work for, including the finances. Some employers will want to keep as much of this information confidential as possible, but being transparent can help to attract some of the top candidates for open jobs. A company does not have to disclose every single piece of data, but releasing some information here and there can do wonders.

Educate Employees When Releasing Data

 If your company decides to release financial information to its employees, be sure that they know exactly what they are looking at. Do not release budgets and balance sheets without making sure the employees know how to analyze them. Educate your employees as much as possible so they are not distracted by these documents.

When you release the data, make a point to explain what it means to them as individuals and as a group. Does the data show that their job is safe or in jeopardy? Does the data show the success or struggles of the company? Does it show what the company is investing in to increase success in the future?

Transparency Attracts Talent

More and more companies are headed towards higher levels of transparency because the smartest employees want to know what is happening at their company. They are invested in the company’s success and want to be a part of it.

The first discussion you should have with your employees is about the state of the industry in which your company operates. By knowing how successful the industry is, your employees will be able to get a feel for where your company is headed.

The next thing you need to talk about is the profits of the company. Many employees want to know how profits are handled. Tell them about the portion of the profits used to sustain the company, which portion is used to invest, what is being used to pay down debt and what is being sent to shareholders.

Provide your employees with information regarding the company’s standing with other businesses in terms of financial strength. You can compare companies based on employee size, if they are in the same industry, or if they are competitors. Whatever the comparison might be, your employees want to know where the company stands against others.

The final topic of discussion here is that you should tell your employees how the company is performing against its yearly forecasts and budgets. Let the employees know which milestones are being hit each year.

Talk with a Staffing Professional today at B. Loehr about your company’s transparency, and see how receptive your candidates are to your new policy.

Missouri Workers’ Compensation Kit

Attention to Missouri state residents: important rate changes for workers’ compensation are now in effect for 2014. Workers’ compensation, also known as workman’s comp, is a state-mandated insurance program that provides compensation to employees that suffer job-related injuries and illnesses. Although the federal government administers a workers’ compensation program for federal and other specified employees, each state has its own laws and programs for workers’ compensation. For the state of Missouri, the new rates for 2014 are as follows:

  • Administrative tax. The Office of Administrative Tax Appeals serves to bring together the agencies that provide fair, independent, and efficient appeals of administered taxes. The 2014 rate for administrative tax in Missouri workman’s comp is set at 1%.
  • Administrative surcharge. An administrative surcharge replaces a portion of the premium tax on the insurance company responsible for the deductible portion of the policy on the workers’ compensation deductible plan policyholder; the insurance company then collects it from the policyholder. Missouri’s administrative surcharge for 2014 has been set to 1%.
  • Second Injury Fund surcharge. The Second Injury Fund compensates injured workers when a current work-related injury combines with a prior disability to create an increased combined disability. The Second Injury Fund surcharge has been set to 3% for 2014.
  • Second Injury Fund supplemental surcharge. Supplemental surcharges of the Second Injury Fund are available to help with cost of living increases for Second Injury Fund beneficiaries. The 2014 rate for Second Injury Fund supplemental surcharges is set to 3%.

Generally speaking, an employee with a work-related injury or illness will be eligible for workers’ compensation benefits regardless of whether the employee, the employer, a coworker, a customer, or a third-party is found at fault. Although the above highlights provide a helpful guideline for understanding the new 2014 rates associated with workers’ compensation in Missouri, understanding workman’s comp in full is complex. If you have specific questions or need additional information on Missouri workman’s compensation laws, contact your Saint Louis hiring resource at B. Loehr Staffing today!  If you are looking for employment agencies in St Louis Missouri, contact our team today.