What to Look for in Entry-Level Job Candidates
Assessing entry-level applicants can sometimes be more complex than evaluating seasoned IT talent. Without the ability to consider and discuss time spent at other companies, you'll need to take into account a broader range of factors. Here are some areas to consider when evaluating recent college graduates or job candidates who are just starting their careers:

Their Academic Performance
While good grades in college don't ensure professional success, it's safe to assume a student who earned straight A's has the ability to set priorities, meet deadlines and exceed expectations. At the same time, don't rule out applicants who didn't always excel in their coursework. Instead, look at the big picture during their university tenure.

When interviewing, ask about their favorite classes in college and what's motivating them to pursue a job in your IT specialty. What personal technology projects do they work on after school? Which aspects of IT are they most excited about? People who are passionate about technology are likely to make strong contenders.

The Way they Conduct Themselves
Entry-level candidates may be especially nervous, given that they're probably pursuing their first professional position and don't have extensive interviewing experience. So, you may not see the same degree of confidence as more experienced professionals.

However, certain things applicants do - or do not do - on interview day can provide considerable insight into their potential performance. For example, did the candidate arrive promptly, dress appropriately and display proper etiquette? Was the interviewee friendly and courteous to everyone he or she encountered within your organization - or only to you and other perceived decision-makers? Did the applicant ask informed questions and seem genuinely interested in the position?

The way the individual behaves in the lobby area while waiting can sometimes yield insights, so ask the receptionist for his or her perceptions of each candidate. You may learn that someone was especially pleasant to front-desk staff or, conversely, bothered everyone with a loud, obnoxious cell phone call.

Their References
Recent college graduates may not have the professional testimonials of more experienced candidates, but it's still worthwhile to check their references. A professor, internship supervisor or mentor can provide you with helpful information about not only the person's technical skills but also his or her resourcefulness, drive and personality.

After speaking with the references, compare their feedback with the picture the applicant painted. Do they match up? If you notice inconsistencies, don't hesitate to go back to contacts or ask the candidate for clarification on the situation.

Their Activities Outside of Class
The real go-getters will have more to share with you than just their college grades. They will have demonstrated initiative in getting involved in other activities beyond university requirements.

Do applicants give evidence that they have taken steps to expand their skills and broaden their knowledge outside the classroom? For example, were they active members of IT organizations? Did they pursue internships and volunteer opportunities, and take advantage of alumni mentoring programs?

Their College Jobs
If you're lucky, you'll be able to evaluate students who have had IT work experience or internships. However, keep in mind that positions that seem to have no relevance to the technology field may give you useful insights into a candidate's strengths and weaknesses.

Think broadly and find out which aspects of any college work experience translate well to your job opening. For instance, a job working at a pizza parlor may have helped a student build communication and problem-solving skills. Recognize that people who showed initiative and worked hard in positions that weren't even in their chosen field are likely to show the same qualities when starting their careers.

Finally, consider having others meet with entry-level candidates during your screening process. That way, you can take into account not only your evaluation but also the input from other employees in the organization and form a well-rounded opinion. You'll help ensure you make strong additions to your IT team.