One of the best ways to open up the pool of candidates is to look at transferable skills and what you can give away without lowering the quality of the hire.
The right person with the right attitude can be trained. The wrong person with 100 years of experience in your sector can terrorise your culture. It is crucial to protect your culture at all costs.
"It comes from another field; I don't think the job will fill the candidate. We'll just be the stepping stone for the candidate..." We hear this often when talking to owners and HR managers when looking at the CV of a person looking for a job in another sector. "It's coming from the hotel. NO!" They add and the candidate's CV ends up in the bin.
Tourism, hospitality and other sectors were hit hard by COVID. As a result, more candidates from these sectors appear on the market. I see that the willingness to invite a person who has worked in another field to an interview is sometimes very low.
There is often a prejudice here that the candidate will not be loyal to a new field and that after a while he or she will return to the original one.
But among these candidates there are also people who are loyal to the new job. There are people who like to work and for them it is natural that things move forward. And that is where their attention is most of the time. It is easy for them to learn well and to keep a job for the long term. They are people who like to contribute, you don't have to ask them to be willing to work, and they understand that you have to contribute first and then you will get something in return.
What's the next tip? Give them a chance and ask them for their motivation. You can do this quickly over the phone or in an online meeting. It can be a quick and agile process. You don't want to lose a productive and motivated candidate, do you?
Opmerkingen