Studies from the Manpower Group found that 45% of employers struggle to find potential’ is missing from the articleemployees with the skillset needed to achieve the job. When looking to hire people for your business, it’s important to consider not only what they can do for their job role, but how they can positively impact the results and productivity of the business as a whole. The smaller the business and employee number, the more important it is to ensure the person is the right fit. But it can be difficult to find the perfect match on paper, so how can businesses seek to acquire the best talent?
One of the best attributes many jobs require is a creative candidate. Even the most technical, structured jobs can benefit from creativity to streamline processes or find better ways of doing things. One way of finding this creativity is to consider how the candidate presents themselves.
A trick many candidates have learned is to showcase their CV in a clever way. Twitter shared that an interviewee had presented their CV as though it were their Twitter page; confectionery company Candy Kittens saw a CV that was presented as a bag of their candy; while a marketing graduate handed out copies of his CV at Waterloo Station – and even bagged a job. Finding creative candidates can often be more useful to company growth than just those who are technically able to do the job.
Adapt the Process
One of the ways in which you can find the right fit for your company is by changing how people approach you for a job. Rather than have a system for sending CVs and generic cover letters and then sifting through them, companies should consider higher barriers to entry. Given that each role sees 100s of CVs, adding additional steps will eliminate those who are just applying for the sake of it.
Indeed, AI has found that many people ‘cheat’ application systems to better land the job – regardless of how much of a fit they are. You could consider adding questions that require an answer, or even a small task relevant to the job role. This will ensure you receive CVs from those who are actually interested in the job. It will also give you a chance to see what these people can do, which might not always translate well to a CV and cover letter. This can help streamline the process and isolate the talent you need.
Utilise Social Channels
The interconnected world of social media, and platforms where we share information about ourselves, could be useful in finding the perfect match. There are countless sites – including Clippings.me and Squarespace – that allow candidates to showcase their portfolios and examples of their work that surpass just a CV. A carefully cultivated LinkedIn page or even a professional Twitter could give you a better look at some candidates.
One of the more interesting recruiting tips, as highlighted by Lusha, include using more surprising social channels to find the right candidate. Snapchat, for instance, can be used effectively according to the Director of Talent & Culture at Likeable Media. Candidates that they like are offered the chance to follow up on Snapchat, providing an informal setting as well as attracting candidates who might have a more creative edge.
You Can’t Teach Personality
One aspect to consider when finding the right talent is to assess the candidates based on what they know – and what can be learned. 27% of employers claimed that candidates lacked both the interpersonal ability and the efficacy to do the job. Many millennial companies highlight people over what they can do, suggesting it is more important to hire someone who will be a good fit in the company and its culture rather than someone who simply can do the job.
After all, most job roles can be taught, and training can be provided (54% of employers conduct additional training once the employee has been hired). The Airport Test is a useful indicator of a person’s interpersonal capacity and can bring you the raw personality first. It asks: would I want to be stuck in an airport with this candidate? The technical know-how can often be taught later, but personality isn’t something you can learn.
Often, hiring managers think about the candidate who is the right fit for the company first and then the job second. Most jobs attract enough people who are proficient at them, so in order to find the person that will help unlock growth for your business, prioritising who they are and their capabilities as a full package is more important.