Recruiting: Hiring for Potential Can Work!

The talent market has loosened, yet many employers are still finding it hard to find the right skill sets for open positions. This is particularly evident in more specialized Analyst, Technical, and IT roles. Education institutions are working hard to create more market-relevant programs and certifications but not quickly enough to keep up with employer demand. And good companies that are intentional about diversity recognize that stringent hiring criteria can limit diverse candidate pools. 

With baby boomers retiring by the droves, this challenge is expected to go on for several years. So, what can employers do? BOOST recommends that companies take a more flexible approach in assessing both internal and external talent for open or future roles asking such questions as: 

• Does our position really require X years of experience, or could we work with Y instead?
• Is a college degree in a certain major really required? 
• What comparable jobs have the same skill sets as the open role? 
• What competencies/behaviors should we look for that have led to success at our company? 
• What could we do to expedite a learning curve for a more junior candidate? 

This can really work for companies that commit to internal resources to get high-potential talent up to speed. Assessments and behavioral interviewing can help to identify potential and transferable skills in candidates. And employees are traditionally more loyal to companies that invest in individual growth and development. Not to mention the initial cost savings achieved by not hiring the more experienced, higher-priced candidate!

Need help with your recruitment strategy? Contact BOOST for assistance!