Work as we know it is constantly evolving. Aside from its nature being in flux, there’s so much new software, applications, and platforms released every now and then.
Thus, highly-talented candidates who can adapt to change – and effective ways to scout and hire them- remain essential.
Since creatives are highly in demand these days, employers and hiring managers must also consider applicants that don’t necessarily fit the traditional mold. Some of the best ones don’t always arrive with the ideal work experience and educational background, after all.
Thus, if you want to get exceptional people on your team, it’s time to think (and hire) outside of the box. Here are five ways to do just that:
Revise Your Job Description
As mentioned in our previous articles, a well-written job description matters. If you’re not happy with your current crop of applicants, change the way you package your message.
For example, rather than emphasizing a certain type of job experience, highlight the required hard and soft skills for an opening instead. This way, you can entice candidates who have those same capabilities yet might not have a traditionally ideal background.
But hey, if they turn out to be a good fit, that’s all that matters, right?
Hire From Nontraditional Schools
Over the last decade, alternatives to attending university have risen in number. These include accelerated and intensive study programs which enable students to learn in-demand tech skills in a short period of time.
Because of its cost-effectivity and efficiency, many professionals choose this route over a costly college education. Who wouldn’t want to learn all the important skills you need to land a decent job in as soon as 15 weeks – and at a much lower cost?
Hence, if you want to expand your reach, it’s high time to consider applicants who have opted for this route.
Steer Clear of Traditional Hiring Methods
Traditional hiring methods result in traditional hiring results. If you want to get out of this vicious cycle, it might be time to modify old practices.
For instance, rather than posting on traditional job boards, why not try hosting virtual events or partnering with bootcamps?
If you’re a tech company, you can even run coding challenges to attract skilled and talented candidates. This way, if you see potential in anyone’s actual work performance, you can offer them a job instantly.
Be Transparent
Once you’ve opened up the hiring process to more people, follow it up with transparency. Candidates with less traditional backgrounds may not be familiar with the usual hiring process, especially in large companies.
Thus, it’s important to guide them every step of the way. Provide details about the interview, screening, and onboarding processes. Let them know the purpose of each step so they can properly manage their expectations and accept the results – whether it’s favorable or not.
Implement a Blind Hiring Process
One way to ensure a fair hiring process is going into it blindly. Hiring managers have the tendency to perpetuate pedigree bias, a self-reinforcing feedback loop which removes qualified candidates from consideration even before the preliminary interviews.
This usually happens when they prioritise an applicant’s identifiable characteristics (i.e. name, physical attributes, alma mater, etc.) rather than their skills or experience.
To prevent this, it’s important to standardize your interview process. Have the same interviewers pose the same questions to all candidates regardless of their race, background, or age. Make a conscious effort as well to evaluate their answers and skills based on merit and little else.
Consciously shifting to skill-based hiring is the right step towards building a more inclusive and equitable workplace. It also provides more opportunities to skilled and exceptional talents who may not have the same privileged background as their flashier counterparts, yet are just as talented, if not even more.
Remote Staff has been providing Australian SMEs and entrepreneurs with a diverse pool of talented remote workers from the Philippines for the past 15 years and counting. You can bet that the short list we deliver has been carefully vetted many times over so you can focus on choosing the right people.
Call us today or schedule a call back so we can get started.
Serena has been working remotely and writing content for the better part of the last decade. To date, she's written for Pepper.ph and Mabuhay Magazine, among others, and has churned out more than a thousand articles on everything from The Basics of Stock Market Investing to How to Make Milk Tea-Flavored Taho at home.
