ERP, Digitization
The Wrong Recruitment Strategy
04/04/2019
Would you have hired Albert Einstein?
Modern enterprises are faced with rapid technological progress, rising customer expectations and growing pressure to innovate. As a result, managers and their teams are forced to continuously adapt to new situations and circumstances. In such a rapidly evolving business environment, a recruitment policy based purely on qualifications no longer does the job. In its place, a competence-based model begins to look like a much more effective strategy for finding truly qualified new employees.
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Stop judging individuals based on their resume only - and open the door to creative original thinkers
It's usually fairly easy to tell who will be able to best perform a specific task based on an employee's career history and educational background. However, many key competencies in the modern workplace, such as good communication skills or the ability to find unconventional solutions, are not generally listed on a resume. That’s where competence-based hiring comes in. It matches the right candidate to the right position, irrespective of career background, without focusing solely on technical skills.
The idea is to give new talent a chance - individuals who would normally be weeded out in the first round of a traditional hiring process based on the quality of their school education and the obligatory stops along the way in a resume. Because creative and highly qualified misfits with unusual career paths can be a real breath of fresh air.
And this is how you do it
The shift from a qualification-based to a competence-based recruitment strategy calls for close collaboration between the HR department and the business areas.
1. Start off small by focusing first on a role which is hard to fill.
2. Discuss the role with your colleagues, to help you refine the respective remit.
3. Publish a job description that pinpoints the required abilities.
4. Develop a specific test to assess the capabilities of the candidates.
5. Whoever passes this test will get through to the next round.
Conclusion
Right from the start, you should challenge your candidates with tasks straight out of the average working day. Traditional procedures such as interviewing or reviewing resumes may well weed out the right candidates, but this way you'll find the true talents regardless of background and how many letters come after their name.
We would love to hear how you hire your talent. What approach do you employ to find the creative misfits?
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