How can organisations keep an open mind when it comes to talent?

If, as an employer, you are hiring to solve a skill or positional gap, it can be easy to form a set idea of what you would like this new employee to be like. This can be particularly true if you are directly replacing a strong employee.

But to reach the very best talent, organisations should remain open-minded to those who may fall outside of their usual expectations. Appealing to those with a more diverse set of skills will mean reaching talent who can help with company growth; individuals willing to push boundaries, think outside of the box and motivate those around them.

So how can organisations keep an open mind when it comes to talent?

Hiring for behaviour over qualifications

Until recently, having a relevant degree was seen as essential for many employers, particularly when it comes to entry level candidates. Although some positions will require technical expertise, employers are beginning to recognise the value of employing someone with a good attitude over those who may appear stronger on paper due to their qualifications.

A poll of more than 500 employers found that 87 per cent would favour a positive work attitude over qualifications when recruiting for an entry level job, and 78 per cent valued a candidate’s passion for the role over a university degree.

Strong work ethic (62 per cent) and willingness to learn (63 per cent) also ranked highly among employers’ priorities, whereas only 13 per cent rated having a university degree and 11 per cent valued high A-level grades.

 Consider what the role you are hiring for requires and whether a particular qualification is essential to the execution of the job or if it’s just desired. Include behavioural-based interviewing techniques, such as asking for tangible examples of how a candidate has behaved in prior situations, which is likely to tell you far more about them than their A-level results. The advantage of this approach is that it is easier to train people in specific skill sets if they have a good mindset than it is to change negative behaviours developed over the length of their career.

Value potential as highly as experience

Whilst some roles may require a certain amount of experience, there are positions which may benefit from a less experienced candidate who is ready for a step up in responsibility. Perhaps an individual who has managed a team of three previously but is eager to try their hand at managing a department of six of seven. Even if you were ideally searching for a candidate who fits your job description exactly, having an employee who is driven, motivated and enthusiastic about progression will likely be of much greater value to you; this may mean learning to value potential as highly as experience.

After fulfilling the non-negotiables, it’s crucial for employers to understand that an individual who has exceptional interpersonal skills and can integrate themselves with the team, as well as showing passion about the position might well outperform a candidate who is simply more experienced on paper. Harvard Business Review outlines five soft skills deemed to be the hallmarks of potential, suggesting that motivation, curiosity, insight, engagement, and determination comprise a person’s ability to succeed in a given role.

Consider those from different industries

Gone are the days of employees staying in one job role for decades. The workforce is constantly shifting, with many individuals deciding to take the leap and divert from their original career path.

By taking on an employee that may not have taken a traditional route, your organisation will benefit from the transferrable skills they have gained from previous roles. For example, if someone who has a background in customer service retrains as a finance professional, they will be able to draw on those abilities, such as strong communication, to bring added value to the business. This could be a skill that someone who has come through a more academic route has not had an opportunity to acquire.

A candidate who is joining from outside of the industry also has the potential to bring a fresh perspective and suggest improved ways of tackling problems, while a candidate with strong industry experience may come with preconceived ways of navigating an issue. Encouraging diversity of thought will produce a more balanced and creative workforce, with a wide range of talents, rather than a workforce of people who went to the same schools, studied the same subjects, and have similar backgrounds.

In the current climate of widespread recruiting challenges, it’s vital that organisations revisit their recruitment strategies to ensure that all untapped candidate pools are being considered and that talent is not being filtered out through inflexible hiring processes.

If you need to attract new talent, we are experts in navigating the jobs market and helping you to secure the best candidate around – get in touch with our team today: https://www.robertsonbell.co.uk/