With employers struggling with hiring in a tight job market, many are rethinking their requirements to fill roles. There’s a lot of competition for top talent, so skills and experience that were deemed essential just a few years ago are now considered “nice to have” rather than necessary. So how should hiring managers respond to a climate in which talent is increasingly scarce? Here are three suggestions. Hire for high potential rather than experience It’s easy to see why employers would prefer experienced candidates. Seasoned professionals can get up to speed quickly and start producing work with a minimal investment of time and money for training. Plus, experience is relatively easy to assess by looking back at a person’s past roles and responsibilities. It’s more difficult to determine potential since it involves looking forward. Are you looking for experienced candidates? Only a small percentage of people will have the exact skills you require for an open position. If you hire for potential, you’ll have a much larger pool of candidates from which to make your final selection. To make it work, look for innate soft skills. These include the ability to work well with co-workers and deal professionally with clients. During interviews, get candidates talking about goals they’ve accomplished, problems they’ve solved, or the last thing they took the initiative to learn. These questions will help you get a read on potential indicators and valuable traits like learning agility, resilience, communication, collaboration and time management. Consider job sharing What happens when a vacant role truly requires specific skills, education, experience or credentials that you’re not able to find in one candidate? In that case, pick the candidate who meets most of your prerequisites and bring on another worker to handle the rest. Essentially, you’ll split the job in two. Many employers are hesitant to allow job sharing because it comes with some unique challenges. When two employees are sharing a job, they need to have compatible work styles to keep clients, coworkers and each other informed. It can also be more expensive than hiring one person for the role, especially Read More »
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