Spotting Talent When You See It
One size doesn’t fit all in recruiting, and because talent comes in many shapes and sizes, finding the right fit requires a slightly different approach for every enterprise. Worse still, the indicators of talent are not immediately apparent on a resume or during an interview.
Hiring on the basis of talent is a leap of faith, but it can pay off by producing loyal, driven new employees. Use these four strategies to find candidates with the right kind of talent:
1. Listen for the Right Answers
Professionals understand that potential employers see a lack of experience as a red flag. The most talented professionals, however, will find a way to address the issue openly and resolve it convincingly.
Don’t hesitate to bring up a candidate’s lack of experience explicitly during an interview. Then, evaluate the response they give. Remember that willingness will always drive performance more than confidence.
2. Value Soft Skills
A candidate with lots of appealing soft skills and enough of the required hard skills is a great person to connect with. Offering on-the-job training to talented individuals gives a company the opportunity to train and mold new employees into the types of performers it wants.
Southwest Airlines has taken this concept so far that it now begins the recruitment process with a large group interview. Candidates who prove to be engaging and ingratiating move on to the next round.
3. Evaluate Culture Fit
The best candidates are reflections of the organizations to which they’re applying. They may not have decades of achievements to their credit, but they are personally and professionally aligned with the mission and values of the company. These candidates are naturally loyal and enthusiastic, while candidates who clash with the culture are typically obstructionists.
Taking the interview process out of the office and into a more relaxed, dynamic setting can reveal a lot more about a candidate’s culture fit. Talent doesn’t excel only when the spotlight is pointed at them; talented people make positive, productive impacts in countless settings and in countless ways.
4. Solicit Feedback From Unexpected Sources
For example, in order to get a more holistic impression of a candidate, Zappos asks shuttle drivers and personal assistants to provide feedback about the person’s character and demeanor.
Basing a hiring decision primarily on the connection between a candidate and a hiring manager is shortsighted. You should explore how a candidate connects with a variety of people in a number of situations.
Original article from Recruiter.com