Is Your Company Using the Wrong Hiring Criteria?

The job market is marked by a huge imbalance. There are many people who want to change jobs for whom there is a limited demand and a small number of people available to interview for the jobs many companies are looking to fill but can’t.

A part of the labor shortage is due to a skills shift – many of the people looking for jobs are coming out of shrinking industries and do not have experience that is like that in the industries that are growing, such as healthcare and technology.

A part of the problem is the fact that many companies are engaging in “just in time” staffing. They want to work with the minimal number of people necessary to do the “required” work, which leaves little time for the special projects or process improvement.

Many of these companies are looking to hire people who are already “doing the job,” rather than “being capable of doing the job.” The distinction has huge ramifications.

The “doing” requirement dramatically reduces the number of candidates, and normally does NOT improve job performance over time. There may be less time and effort training a new employee the first two or three months, but after that, the new hire is at a disadvantage.

Over my career as a recruiter and as a hiring manager, my greatest successes have been hiring people who are “capable of” doing the job. When I ran my family business, I hired a sales rep with no sales experience:

𝐓𝐡𝐞 𝐧𝐞𝐰 𝐫𝐞𝐩 𝐛𝐫𝐨𝐮𝐠𝐡𝐭 𝐢𝐧 𝐨𝐯𝐞𝐫 $𝟏 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐢𝐧 𝐬𝐚𝐥𝐞𝐬 𝐭𝐨 𝐧𝐞𝐰 𝐜𝐮𝐬𝐭𝐨𝐦𝐞𝐫𝐬 𝐢𝐧 𝐡𝐞𝐫 𝐟𝐢𝐫𝐬𝐭 𝐲𝐞𝐚𝐫 𝐨𝐧 𝐭𝐡𝐞 𝐣𝐨𝐛.

If you have long-open jobs, you may want to explore recruiting strategies that screen “in” capable candidates, rather than eliminating them from consideration. I would be happy to discuss how to do that.

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