As students who have more experience through co-op and volunteer experiences, they are still getting offered entry level jobs. Students have a lot of potential and need to be given the opportunity to thrive.
Thoughts? Would you hire recent grads for a senior position?
Depends on how much energy and commitment the person is willing to put into their job.
In the startup world the currency is not the experience, it's the ability to create value.
As soon as someone makes things happen, they could be the best senior manager ever for a startup.
I teach at a university and most students I encounter are in no way ready for an intermediate or senior position, even the most motivated and intelligent ones. They are simply not experienced enough to take on high-level business responsibilities/manage others. What I would do is hire at entry level and promote quickly if it's someone really exceptional.
I can't think of a professional position where that level of experience would be enough to get the title of senior.
I use the following as my rule of thumb:
1. Intern: < 3500 hours (1-2 years full time work) relevant work experience (excluding coursework but inclusive of volunteer or commercial co-op experiences) with appropriate mentorship
2. Jr: < 5K hours (roughly 2.5 years) relevant work experience with appropriate mentorship and continuing education.
3. Mid: < 10K hours (roughly 5 years) relevant work experience with appropriate mentorship and continuing education.
4. Sr: > 10K hours (more than 5 years) relevant work experience with appropriate mentorship and continuing education.
Of course different people progress at different speeds, and each case needs to be evaluated independently.
Keep in mind that "level" should never be a deciding factor on which projects someone works on, and it certainly should not limit someones potential... If it does, there is either a disconnect between how good the recent grad is vs. how good they think they are - or there is an issue with how well they have "matched" with mentors and supervisors.
"level" is not simply about being good at doing a task. It also includes ability to work well in teams, ability to make sound decisions, ability to both lead and follow others, ability to teach, etc...
I would consider anyone who has shown a certain level of experience and responsibility. I would also try to look at motivation and passion for whatever role that is available.
Interns are amazing!
They bring in fresh energy with every iteration.
We have our interns design & develop a new corp website for us about every three weeks, create demo sites, and spearhead our test & learn efforts.
Anyone not using them is missing out.
The individual must be capable of performing the role effectively and with proven results that can be quantified.
Realize that there are some things that, for now, are difficult to quantify, like ideation, culture building e.t.c.
Also, this may or may not be related, but if you Google 'hire dropouts' then some interesting results are to be had: https://goo.gl/Z81Erm
Not sure if I have answered your question.
Yes. This is the part of the reason why so many young people join startups. However, it's usually a technical skill that they have (coding, engineering, product development, etc.). Then it comes down to the product solving a large need.