In the corporate world, we so get caught up in our internal vernacular. Titles, buzzwords, and our own languages of acronyms that only make sense to those at our own organizations. Sometimes focusing on our own internal sets of criteria for hiring and promotions can blind us to the awesome talent around us. Keeping best practices in mind, rather than preferred practices, can dramatically improve outlook of hiring great talent.

Hiring the Old Fashioned Way

Some organizations underestimate the power of proper job training. If you’re trying to reduce your onboarding time but don’t provide on-the-job training, it might be time to rethink your process. When approaching your candidate search with a mindset of filling the role ASAP, there are additional considerations to make. Job training, for example, increases employee loyalty, job satisfaction and reduces turnover. Don’t go for the “quick win” by throwing out candidates who aren’t pre-programmed. Many times, just investing a couple of weeks into educating your team can improve culture, turnover, and job satisfaction dramatically.

Plus, job seekers are on to you. People are realizing that keyword-stuffing and SEO are the keys to get a resume through the application process. Is your HR department throwing out potential Talent candidates because you’re too focused on specific resume keywords? Does your HR onboarding system even ask what other unrelated skills or interests the candidate has that might be beneficial to the company?

How do we break ourselves from the habit of hiring based on resume titles and keywords? Do we toss out the old recruiting playbook and start from scratch?

Hire for Skills and Interests

The up-and-coming workforce (Millenials and Generation Z) want more from work than just a paycheck. Finding purpose and personal fulfillment from their work outranks salary for many. And purpose-driven work has been shown to directly correlate to job satisfaction. What does this mean for employers?

In short, don’t hire for a list of bona fides. Hire for bona fide skills and ambition.

Backing old-school recruiting processes into the mindset of up-and-coming workforce simply doesn’t work anymore, and smart employers are upgrading their hiring practices to reflect the changing talent landscape. The problem of skill shortages is nothing new—matching employer needs with worker skills has been a problem for decades in every industry. To succeed in the today’s work landscape, employers must recognize the value of hiring for skill and maintaining a transparent hiring process. It benefits both employees and the employer.

 

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