The hunt for the best talent out there seems to be a constant struggle for companies, small and large. Thinking outside of the box when writing job descriptions can expand your talent pool and attract hidden gems. Here are some insider tips from the Auxperts!
If there is anything we have learned in the last year, it is that many more jobs than we originally thought can be done remotely. Not only does this open the doors for candidates to live where they want, but it allows companies to hire talent from anywhere. When you specify a location, you are potentially discouraging applicants who might fit the bill in every other aspect.
The biggest takeaway from this tip is that a person’s ability and potential to do a job are more important than how many years they have under their belt. People can take non-traditional career paths and this “one size fits all” mentality does not guarantee the best person for the job gets hired. Even worse, this approach limits diversity in the workforce.
When job descriptions have long lists of must-haves, the likelihood of someone checking all of the boxes gets smaller. This approach will drastically shrink your pool of potential talent so we highly recommend rethinking some of those “requirements”. A better approach is focusing on a candidate’s attributes that would be a value-add to the company and role.
This is an issue that can go far beyond job descriptions and can potentially influence an entire recruiting process. When targeting top talent, recruiters may allow their preconceptions to sway decisions on who is being considered for a role (i.e. avoiding certain names and people who look different than them). If left unchecked, companies will find themselves with a pool of candidates that offer little diversity and variety.
There are two main issues with the idea of “culture fit”: (1) It is highly subjective and diversity enriches company cultures, and (2) Emphasizing a fit that does not align with a potential applicant’s own culture, ethnicity or gender identity might dissuade them from applying. Bottom line: diversity is good for business and focusing on values is a better hiring practice.
Artificial Intelligence (AI) and “matching” platforms are all the rage right now in the recruiting world, but they will never be able to replace human intuition and connection. Studies have shown that some algorithms can actually be biased and might bar exceptional talent from being considered for a role.
Any applicant who is seriously considering a company is going to do their due diligence and make sure a company’s values align with their own. When you take the time to showcase your values and make this information easily accessible, you increase the chances of attracting top talent.