Intelligent CXO Issue 16 - Page 71

FINAL WORD
Working in a highly competitive industry , suitable resources are not only scarce , but we are also witnessing their reluctance to openly engage with recruiters around employment opportunities .
At Decision Inc , we have found that time and time again , our best performers are often recruited from our Talent Lab ( Graduate Programme ). But , as an alternative , we have started encouraging our managers to hire ‘ for potential ’.
Potential vs experience
Traditionally , employers made hiring decisions based almost exclusively on competence ; breaking down a role into a laundry list of mandatory skills and seeking candidates whose experience matches their wish list of ideal traits .
“ Hiring managers have typically focused on candidate profiles , recycling the most recent job description and just adding new desired skills to the list ,” said Lauren Smith , VP at Gartner .

Globally , employers are arming themselves for war . But this war is not taking place on a battlefield or in the trenches – it ’ s taking place in the boardroom .

The critical scarcity of skills in the era of ‘ the Great Resignation ’ has resulted in a battle for talent that has never been seen before .
As Talent Acquisition Lead at Decision Inc , a global consulting organisation focused on cutting-edge and innovative technologies , I can attest to the harsh realities of this fight .
However , the work landscape is changing rapidly . While the need for scarce skills continues to challenge companies , finding candidates who are a good ‘ culture fit ’ is an increasingly important component of the hiring process . This means that it ’ s becoming more difficult for companies to find employees who fit the blueprint – and are actually seeking a career move .
So , how can your business overcome these modern hiring hurdles to build a workforce that isn ’ t just aligned with your current needs , but can scale and adapt to achieve your future goals as well ?
We have an idea : hire for potential , not experience .
Why make a hire for potential , not experience ?
Do you find yourself wavering between hiring according to experience or potential ? There are numerous pros and cons to hiring experienced vs inexperienced employees , and your decision will depend on a variety of factors , such as budget and / or capacity gaps .
MAKING A NEW HIRE ISN ’ T JUST ABOUT WHETHER THEY HAVE THE RIGHT SKILLS TO FILL YOUR NEEDS RIGHT NOW – IT ’ S ALSO WHETHER THEY ’ RE WILLING AND ABLE TO KEEP LEARNING NEW ONES .
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