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BOOST Recruiting

Contact BOOST and let us help find your next unicorn!
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Be Very, Very Quiet… We’re hunting Unicorns…

The definition of a unicorn is a mythical beast that looks like a horse with a horn projecting from its forehead.  However, in this context, we’re talking about the ever-elusive purple unicorn; something that is highly desirable but difficult to find or obtain.  In the recruiting world, companies are always looking for the purple unicorn, but is this reasonable?  Unfortunately for the hunters, the answer is no.

Of course, every employer would like to check off every box on the “requirements for the job description” section. Yet there are very few individuals (if any) who would match every job description perfectly.

As a recruiter, here are a few pointers on how to come close to finding the unicorn:

• Review the job requirements. This step is the most important. You will want to be sure that you have captured everything that the person will need to do as well as any specific knowledge, skills, and abilities or KSAs.

• List the requirements from most important to least important. By ranking the requirements, it provides good insight into what are the “must-haves” and “need to have” for the role.  Of course, we want it all, but there is no perfect person or job out there where everything will match 100% of the time.

• Be sure to know the difference between what you want and what you need. Having too many requirements and expecting the individual to have all the KSAs is unreasonable.  By knowing what you want versus what you need, you are in a better position to identify where compromises can be acknowledged to get closer to the individual that would best fit in the organization.

• Be willing to compromise on the KSAs. In some roles, especially for the high-tech positions, certifications are key.  We have found that in some cases, years of experience can be swapped out for certain certifications. In addition, by knowing where you are willing to compromise you will open up the target candidate pool to find those diamonds in the rough.

• Hire not only for KSAs but for cultural fit. When considering hiring someone, make sure that the person will fit into your corporate culture as well as function within the team.  We cannot stress enough that making the wrong hire can be extremely costly to the bottom line.  It is estimated for a role that is considered mid-career it can cost an organization upwards of $50,000 or more.  That is a lot of money and time that has been invested in hiring someone who doesn’t “fit” the company.

As mentioned, hunting and hiring the purple unicorn can be difficult if near impossible.  There are a multitude of factors to consider such as cultural fit and understanding what is really needed to do the job.  When we are hunting the unicorns, we use the mentioned bulleted items to open up our candidate pool to find that diamond in the rough because he or she, just might be the purple unicorn hiding in plain sight.

If you’re looking for purple unicorn search support, let us know! BOOST functions as a boutique recruiting firm, with customized, targeted recruiting efforts for your billable positions, C-suite or corporate positions. Give us a shout, [email protected]

 

Military Spouses as Employees | Part 1

The following is the first in a two-part piece discussing the challenges and strengths of being, hiring and working with military spouses.

 

Military Spouses are among the most dedicated groups in our nation. It is not easy to understand or imagine their struggle as one half of a highly dedicated and honorable partnership.

I recently watched a show about a military attachment where there was local unrest about a war. A military spouse (mil spouse) stood up to the protestors outside of a prominent military base, and asked why they weren’t supporting their troops?
The leader of the protestors asked something to the effect of “how do we know that the troops even support fighting this war.” The mil spouse responded, “how do we know you have a sense of honor?”

In that one question, she hit a very pertinent nail on its head.
Why do mil spouses make great employees?  Honor.
They have it and that same honor is instilled throughout their families. Honor is the backbone to many of the desired features of a “model” employee. From there you can include the characteristics of someone who is reliable, trustworthy and has a good work ethic. These are highly marketable and employable qualities.

Here’s the challenge for mil spouses:

  • They move constantly
  • They are readily tasked with rearing their children alone as a result of the active duty service member’s obligations

Here is a solution:

This challenge is surmountable! Do they have skills they can do from anywhere? Simply because they have a license in one state does not mean they are doomed when the PCS (permanent change in station) orders arrive. Consulting is a viable career option that adds schedule flexibility.

 

BOOST provides back-office support services such as accounting, bookkeeping, contracts, and recruiting. While our niche is GovCon, it can be learned by the “right” type of employee. One that is willing to work for the knowledge. Based on the criterion we search for, a mil spouse could be a fantastic addition.

For spouses lacking skills in back-office services, there are a variety of programs to assist with career advancement. A specific program that teaches GovCon back office skills may not readily exist there may be an opportunity for a non-profit to boost mil spouse employment.

*For Example See MyCAA at military.com that describes tuition assistance for spouses of
E-1 to E-5, W-1 to W-2 and O-1 to O-2 members.

If you would like more information regarding the opportunities for mil spouses as employees for BOOST or some of our trusted partners, please connect with us on LinkedIn or email [email protected].

 

 

 

*From https://www.military.com/education/money-for-school/military-spouse-career-advancement-accounts-financial-aid.html