Hi Star Searcher!

First off, it’s important to remember that there’s no such thing as a perfect candidate. I understand that recruiting someone can be challenging, and it can be even more complicated if the candidate doesn’t meet all of your requirements.  So, should you take a chance on them? Yes. Absolutely, yes. Here’s how to find an unpolished diamond in the pool of candidates.

Assess their potential

In the world of hiring, X doesn’t always equal X. Sometimes, X can translate to Y or Z. For example, if someone has impressive experience in social media marketing but lacks skills for SEO, they have demonstrated skills in a similar area and could still work well as one of your team members.

You should also get comfortable with candidates who have an untraditional educational experience, or those who’ve held roles that were on a different career path. Think about skills that translate over, instead of looking for gaps.

If you see a lot of experience on their resume that shows that they can meet your requirements with some training and guidance, then it might be worth taking them on as an employee.

Analyze emotional intelligence

Emotional intelligence is king and is much harder to teach than “job skills.” Emotional intelligence is the ability to identify, assess, and control one’s own emotions as well as those of others.

It may seem counterintuitive, but with emotional intelligence, a company can be more profitable than without it, not just because they’re less likely to experience conflict on their teams but because people will feel like they’ve been heard. In addition, companies with employees who have emotional intelligence are more likely to be engaged, less stressed, and happier.

You can measure emotional intelligence when you review a candidate’s references. See how they performed on a team or as a leader. Anyone can take a course in how to use Excel. It takes time and experience to be a fantastic co-worker.

Measure their capacity to learn

It’s important to measure their learning capacity. If they have a clear desire and commitment to developing skills in the area you need them most, this is likely someone worth hiring. In the interview, be sure to ask a question about a skill that they had to learn on the job, or for an example of a time they had to complete a project with the knowledge they have. Were they willing to learn and go outside their comfort zone?

Additionally, it’s essential to measure their capacity for understanding and executing. I am absolutely not recommending giving a candidate a lot of assessments, but if one is absolutely necessary to determine their ability to do the job, then go for it. If they can take in information quickly and act on it, you likely have someone worth hiring.

Key Takeaways

Remember, don’t make the hiring process any longer than it absolutely needs to be. Avoid multiple assessments, or passing the candidate along to too many people from your company. Figure out what you need to know quickly – make the absolute most of the time that you have in the interview.

Remember that all companies are hiring and fishing from the same pool. Instead of worrying about a candidate not having 100% of your preferred qualifications, get comfortable with candidates who have an untraditional educational experience, or those who’ve held roles that were on a different career path. Think of the skills that translate over, instead of the skills that are missing on paper. 

Recruiters should always go with their gut, but it’s better to try and understand the candidate than ignore them. You’ll never know if you’ve discovered a diamond in the rough until you put in some work.

Sincerely,
Jenny