Why Hiring Early-Career Talent for Customer Service is a Game-Changer

16 reasons why employers should consider hiring candidates early in their customer service careers

Hiring students, recent graduates, and others early in their careers for customer service roles offers significant short- and long-term benefits. Here’s what 16 hiring experts had to say:

Create Sustainable Talent Development Systems

Most companies fail at volume hiring because they focus on filling positions rather than building sustainable talent development systems. Structured training programs that teach business communication and problem-solving attract ambitious candidates who see the role as a career-building opportunity.

Build Community-Based Recruitment Pipelines

Proactively engage with local educational institutions and community organizations. This strategy not only accesses motivated candidates but also fosters long-term engagement and retention.

Leverage Past Applicants in Your CRM

Start with past applicants in your CRM. A light email campaign can reactivate former candidates, saving time and budget.

Go Local and Analog for Early-Career Talent

Early-career talent often lives on group texts and neighborhood Facebook groups. Printed flyers with QR codes can be more effective than digital ads.

Implement Formal Internship or Apprenticeship Programs

Formal programs provide real-world experience and a pipeline for full-time hires. Over 80% of interns in one program became full-time employees.

Use Application-Driven Selection for Motivated Hires

Require candidates to proactively apply, filtering by skills and availability. This self-selection leads to more motivated and engaged teams.

Interview Against Role Needs, Not Comparisons

Assess candidates based on the role’s specific needs rather than comparing them to each other. This approach speeds up hiring and ensures fairness.

Develop Intern-to-Employee Talent Pipelines

Internship programs with clear career trajectories attract talent and reduce turnover. Mentorship and training are key to success.

Prioritize Soft Skills in Recruitment Process

Build the entire recruitment flow around assessing empathy, patience, and conflict resolution. Scenario-based interviews can reveal these qualities.

Simplify Job Posts for Better Applicants

Clear, jargon-free job posts attract candidates who understand the role’s demands, saving screening time.

Target High School and College Demographics

Offer flexible scheduling and conduct interviews on campuses to attract junior talent.

Focus on Soft Skills and Learning Potential

Soft skills and learning potential often outweigh prior experience. Simulation exercises can identify top performers.

Treat Recruitment Like Marketing on Social Media

Use authentic employer branding on social channels to attract young candidates. Transparency builds trust.

Organize Skills Events and Peer-Powered Recruiting

Workshops and peer testimonials help candidates self-select and reduce mismatches.

Partner with Educational Institutions for Talent

Build connections with schools and universities to access eager students. Simplify application and training processes.

Streamline Application Process for Early-Career Candidates

Reduce friction with intuitive forms and video interviews. This approach improves candidate experience and hiring speed.