We recently analyzed the assessment data of young graduates from our corporate clients at the meta level.
The psychological profile of candidates, who advance to the final stage in selection, shows the following picture:
The intellectual abilities of young graduates bring pace to the tent!
Relative to the academic average, this group has much higher analytical potential. On all fronts. Verbally analytical, they score much higher, mainly because they are faster. Numerical reasoning is better because it allows them to process numerical information faster and more accurately.
Logical schematic thinking comes more naturally to them because they analyze information more carefully. Emphasis on analysis is also reflected in the personality structure. These top talents tend to tackle issues analytically and conceptually, far more than most managers and professionals. They are better at it and naturally do it more.
Young graduates are creative, but they like to be out-of-the-box
What is striking is this group’s ability to reason conceptually; they do so with much more ease, breadth, and depth than the average academic. They also score higher in creative reasoning.
It is not that they are more fluent in coming up with solutions or can switch gears more easily, but what distinguishes them is that they are better at coming up with original solutions. They think out of the box more easily.
However, frustration tolerance has its limits
Then an interesting dilemma. These potential top talents are ambitious, they are goal-oriented, and have a strong desire to solve issues. They seek an environment that changes quickly; they need dynamism and to deal with innovation easily. At the same time, they are still a little self-directed and autonomous; they need direction and clear assignments. What they have a strong need for is belonging. They also want to experience a sense of security and harmonious working relationships. Directing others or making decisions that impact others, they do very little.
They are very concerned with themselves and still very limited with others. In the work itself, they are quite careful and also focused on details. Except when the situation is not clear or does not challenge them sufficiently. When frustrated by ambiguity or boredom, quite limited impulse control emerges and they derail quickly. Ambiguity in the work environment immediately leads to carelessness and disorganized behavior. Boredom mouths off into excessive risk-taking. Adolescent behavior, in other words.
Do’s and don’ts with young graduates
Do’s
- Having content stimulating issues solved
- Taking their ideas seriously and addressing their innovativeness
- Provide guidance in a safe and clear culture
Don’ts
- Confronting issues below their level
- Leaving creativity untapped
- Offer no guidance and let them find their own way
- Getting started in an environment of politics and conflict
