Your company is a great place to work, and it only makes sense that you want to find the best employees. But when it comes to hiring, you want to be choosy with your candidates, but not unreasonable. While searching for the “perfect candidate” may seem logical, creating a requirement list a mile long could discourage qualified candidates from applying.
If you’re suffering due to slow hiring, it may be time to reconsider what you’re prioritizing in new candidates.
While having the proper schooling is a necessity for some forms of employment (i.e. Law, Medicine), higher education and flashy job titles do not always lead to proficiency. Touting a degree may portray a certain level of knowledge, but doesn’t necessarily represent skill.
Hiring someone who meets 75% of the requirements and spending some time training for a lower salary can also be more beneficial than someone that costs a lot of money but has a lot of experience. So when evaluating a resume consider the costs your organization will save if you hire someone that needs a little training.
Furthermore, training becomes valuable to an employer because they have the opportunity to mold the employee into the perfect fit based on their company culture.
Hiring managers tend to get hung up on finding candidates who have already done the job. While this may make some sense, candidates who demonstrate the ability to learn quickly may often get overlooked due to their apparent lack of experience.
Hiring someone based on their potential and attitude and letting them develop into something great can beneficial, as these candidates come with fresh perspectives and unique ideas. Additionally, choosing not to hire someone because you think they have too much experience can be detrimental to your organization as well.
Evaluating whether or not the candidates have the ability to learn new things, continuously grow and develop, build relationships and adapt to new environments are the skills needed when taking on intricate projects with increasing responsibilities.
By hiring from outside of your industry, you welcome new and diverse ideas and ways of thinking into your team. Rather than focusing on the industry a candidate comes from, evaluate their competencies, motivation, and ingenuity. If all these boxes are checked, it would be a safe bet that their skills would transfer across industries!