Written by Guest Author | August 9, 2016
In an increasingly competitive world, job seekers and recruiters alike have more choice and freedom than ever. However, by placing too much emphasis on work experience rather than potential when seeking a new candidate, you may be damaging your recruitment process.
Whether you are hiring for a junior position or looking for a candidate to fill a more senior role, here are our reasons to put potential at the forefront.
Enthusiasm is important
Choosing a candidate without much work experience can be a risk. However, you may also be taking on a worker who is much more passionate and motivated than an experienced hand. Many less seasoned jobseekers are, after all, anxious to learn and impress so that they can start building up their CV.
Some candidates can offer a fresh outlook
Candidates without years of experience can approach challenges and tasks with an unburdened pair of eyes. They haven’t been conditioned over the years to work or think in a particular way and can be a valuable asset to businesses that require new ideas and fresh perspectives on familiar problems.
Inexperienced candidates tend to be cheaper
Typically, hiring a candidate with less experience is cheaper. Graduates and those new to your industry are often more interested in developing their CVs and skills than attaining a certain high salary, whereas the opposite is frequently the case for those already established in your sector.
High-potential candidates can be ‘diamonds in the rough’
When considering the potential of your candidates ahead of their experience, it’s possible to find a ‘diamond in the rough’ – a candidate that, for whatever reason, hasn’t secured employment to date but has the skills and potential to be a high achiever within your organisation.
What experience still matters?
Of course, when recruiting for a position within your organisation, experience is still important. However, overlooking the traditional checkboxes that you use within your recruitment process, such as a requirement for five years’ marketing experience could open up your hiring process to great candidates that you may not have otherwise considered.
Focusing on education, internships and other activities on a candidate’s CV can be no less valid than conventional work experience for determining their suitability for your vacancy, so don’t be afraid to dig deeper and look beyond the traditional pigeon-holing of candidates.
‘Soft’ traits such as personality characteristics and interpersonal skills are essential within your organisation and can make or break a candidate’s chances. Some things – like confidence, passion and friendliness – cannot be taught and can be invaluable within your company culture.
In comparison, hard skills, such as coding or social media, may become less relevant or be lost over time, highlighting that experience isn’t always what is needed when you are seeking that dream candidate.
Regardless of how your organisation presently seeks candidates for its vacant roles, the recruitment software offered by Webrecruit could be instrumental in giving you an advantage over your competitors so that you can land the shining star talent that your business needs to thrive.