To hire entry-level workers and career changers successfully, recruit where they are (schools, workforce centers, veterans programs, staffing partners), assess reliability, attitude and transferable skills, give a realistic job preview, and onboard with structured role training and a 30-60-90 day plan.
Why hire for potential?
In many fields, experienced candidates are scarce and expensive. Entry-level workers and career changers can become loyal, high-performing employees, especially when you train them well.
Where to find them
- High school CTE programs and community colleges
- Workforce development boards and American Job Centers
- Veterans transition and military spouse programs
- Staffing agencies and pre-apprenticeship programs
- Employee referrals
What to assess
| Trait | How to assess |
|---|---|
| Reliability | Attendance history, references, punctuality to the interview |
| Coachability | How they respond to feedback during a practical exercise |
| Transferable skills | Behavioral questions about past jobs, school or volunteering |
| Motivation | Why this role and field; what they know about the work |
| Safety mindset | Situational questions about hazards and rules |
Reduce risk with a realistic preview
Show the real work: a site tour, a day-in-the-life description (our career profiles include them, like warehouse associate) or a short job shadow.
Onboard for success
- Assign a buddy.
- Use a written 30-60-90 day plan.
- Provide foundational role training before or during week one.
- Check in weekly for the first month.
Funding help
Programs such as WIOA on-the-job training and registered apprenticeship can offset some training costs. See funding employee training.
Frequently asked questions
Are career changers good hires?
Often yes. They bring maturity, work habits and transferable skills, and many are highly motivated to succeed in their new field.
How do we keep entry-level hires from leaving early?
Give an accurate job preview, structured onboarding, regular check-ins and a visible path to higher pay.
Keep reading
Skills-Based Hiring: A Practical Guide for Employers
How to shift to skills-based hiring: identify essential skills, remove unnecessary degree requirements, assess skills fairly and train new hires to close gaps: expanding your talent pool.
How to Reduce New-Hire Turnover in the First 90 Days
Why new hires leave in the first 90 days and how to keep them: realistic job previews, structured onboarding, role training, buddies, check-ins and clear paths to higher pay.
How Staffing Agencies Can Train Candidates for Placement
How recruiters and staffing agencies use pre-placement training to make candidates job-ready, differentiate their talent pool, win clients and improve early assignment success.