Why Your Company Needs Rookies 

May 19, 20221:00 pm3864 views
Why Your Company Needs Rookies 
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Managers typically see newcomers or rookies on their team as both a blessing and a burden. This is because new hires need to be inducted, trained, and given lesser workloads before they can get up to full speed. While this looks like a lot of work for managers at first, rookies can be your company’s greatest asset when trained and retained well. Still not convinced? Here are some reasons why your company needs rookies. 

Rookie’s abilities 

Many people who are given or are working in a new environment often get lost from what they are supposed to do. It could be because of unclear expectations or they simply are inexperienced. However, newcomers are not always a burden despite their inability to keep up with their senior’s expectations. 

According to Executive Advisor Liz Wiseman, rookies can handle challenges better and are surprisingly strong performers. Wiseman explained that new hires facing significant knowledge or skill gaps are alerted, moving fast, and learning quickly. This is most likely due to the fact that they are typically young fresh graduates with lack of experience, but abundant of quench to learn new things in their first job. Although they are not yet swift in handling tasks that require technical mastery, they are particularly adept at work knowledge that is innovative in nature.

Tapping networks of experts

With limited expertise and insight, rookies have no problems seeking advice from others. Newcomers are four times more likely to seek support and listen. They seek knowledge 40% more than their more experienced counterparts. They connect with five times as many individuals when they do this. Hence, if you want access to more knowledge, consider putting new hires on the job and telling them it is okay not to have all the answers themselves. With one expert, you will get one expert; with a rookie, you get access to many more.

Accelerating innovation

Newcomers experience a more challenging learning curve. They are more inclined to adapt, be innovative, and focus on meeting basic requirements to drive their high-risk initiatives through with additional pressure to succeed. However, because they are aware of the gap and strive to make progress, they often provide results faster. On the punctuality of their work, rookies score 60% higher than senior colleagues. They are careful at first when collecting information and examining an issue, but once they get started, they work quickly, making them ideal for lean and agile development projects. Leverage your new hires to brainstorm new ideas and conduct an experiment for upcoming projects; they are honored to be given the chance!

Rookies are far more capable than most people expect. Instead of putting them through basic training, ask them to make a difference right away. They might not necessarily need more management; however, they need to be put in the game, pointed in the right direction, and given permission to play. Additionally, anyone can display “rookie smarts.” The real game-changer is ensuring that the entire team is able and willing to adopt the newcomer’s mindset when necessary, regardless of age or career stage.

Read Also: Recruitment Dilemma: Guidelines for Hiring Overqualified Candidates

Who are the real rookie game-changers? 

HR Thought Leader Dr John Sullivan said that too often, recruiters and hiring managers pass over talented rookies, even though they can bring breakthroughs to your company. Dr Sullivan has seen many talented individuals get rejected simply because these people are doubted due to their lack of experience or certification. However, not all inexperienced recruits may be game changers for your company. While you may assume that all rookies are significant, you should be able to identify which ones are really game changers. If you want to make sure to recruit highly potential new hires, here are types of rookies you should consider: 

  • The accomplishers

These are candidates who have a proven track record of executing something timely. Their accomplishments can vary, not necessarily about job or project, such as volunteering, traveling, and more. Inquire more about this during the interview stage and maybe you can spot people who have high potential to be a good accomplisher.

  • The learners

Believe it or not, some people are naturally a lifetime learner and you might find them in your talent pool. These people focus on learning about something and the best practice solution. They are typically always curious to learn about something, even if they have no solid expertise on it. If you want them in your team, ask candidates to explain about the latest issue they follow, why they do that, and what they can learn about it.  

  • The passionate

These are people who have a passion and a laser focus on excellence in what they like. It may not necessarily be a mastery of a software, but being naturally passionate usually makes them a high-spirited rookie who can bring good influence to their peers. During the interview, ask candidates about their current passion and let them explain about it; you will somehow tell if their eyes light up and perhaps, this is a very good sign.  

  • The innovative

While ‘innovative’ sounds too obscure, rookies who are truly innovative are going to be your valuable assets, especially if you want something out of the box in a good way for your business. These are people who think that a glass is neither half-full or half-empty, but rather half-full and leaking. They push not only for incremental improvement, but also for  game-changing innovations. If you want to source these people, make sure to give a simple study case during the interview and listen to how they come up with solutions.

  • The extraordinary habits

If you need more people who can radiate positivity, maybe you need to settle with rookies who have extraordinary habits. Those who have this trait, which gives them discipline and consistency, usually embrace change and do not get flustered in a volatile work environment. These can also be people who do not seek credit and they merely strive to be part of a significant change. 

Although inexperienced in the world of work, you can polish rookies and make them your valuable assets. The key to getting the best out of new hires begins as early as your screening and interview stage in your recruitment process. Have the mindset of not underestimating fresh graduates with little to no experience; who knows that you have actually sourced a breadwinner in the making!

Read also: Reasons WHY You Should Hire Fresh Graduates  

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