Opinions expressed by Entrepreneur contributors are their own.
Talent recruitment has become a battleground in today's highly competitive business environment. In our desperate efforts, we rush to find that “perfect” candidate who we think must have certain degrees, years of experience, and skills up our sleeve that we justify as necessary for a job. But what if such relentless pursuits of the “ideal” get in our way growth?
Enter (what I call) “The Second Chance Advantage.” This is a game-changing way in which my company looks acquisition of talents. We are challenging conventional means of recruitment and unleashing a treasure trove of untapped potential from those who may have fallen through the cracks due to CV gaps, unconventional backgrounds or non-traditional skill sets.
Why second chances matter
The traditional resume-centric approach filters out the few individuals with exceptional talent and potential. Consider these factors:
The skills gap: Technology evolves, and skills considered “essential” five years ago are often outdated today. Thoughts based on experience may need to catch up with people who learn quickly and adapt to changing landscapes.
The stigma of job exchange: Thousands of talented professionals choose to leave for personal reasons or to test different career paths, or they will simply step down due to changes in their industry. That resume gap doesn't have to be the death knell.
Untapped potentiali: Diversity of background and their experience brings new perspectives. Focusing only on orthodox qualifications excludes an incalculable reservoir of creative and problem-solving talent.
The advantage of second chances
Rethinking talent acquisition requires this new mindset. Here's how to unlock the potential:
Hiring for skills: Save yourself from the standard but limiting “years of experience” case. Identify the core set of required skills and competencies that support the job. Test for them – the skills – with simulations, competency-based interview techniques or actual job tests.
Experience redefined: Appreciating that experience is not a chronological resume, but experiences that manifest in different ways – that volunteer, that personal project or that less-than-linear career path.
Embracing diversity: Touch talent pools that reflect the diversity present in the rest of the world. Bringing together people with different backgrounds, experiences, and ways of thinking fosters innovation and creativity and deepens understanding of the people you serve.
Taking advantage of second chances
Let's consider a theoretical example: Acme Inc. is hiring a marketing manager to lead their work with social media campaigns. After Second Chance Advantage, instead of looking for a candidate with five years of agency experience, they found Sarah, a stay-at-home mom with significant experience engaging in digital social media.
They also find David, a recent college graduate who loves social media and has an uncanny ability to read trends in data, as shown in his freelance work.
Neither Sara nor David may be the “perfect” person for the role, but their skill sets may be what Acme needs.
Creating a culture of second chances
Creating a culture of second chances can be done through more than just policy. It starts with a change from above. Here are some critical steps:
- Invest in training your team on unconscious bias and skill-based hiring methodologies.
- Mentoring programs match experienced workers with individuals in transition to help with knowledge transfer and provide a support network.
- Share diverse success stories: celebrate how these non-traditional backgrounds added value to the company.
The future of talent acquisition
By leveraging the Second Chance Advantage, companies expand their talent acquisition to increase innovation and scale. Further, organizations reduce the cost of hiring by focusing on skills, not resumes, leading to a leaner and more cost-effective hiring process.
Increased efficiency in attracting the best talent. Attrition ratios improve as a culture that emphasizes diverse employment leads to an inspired workforce that is more likely to develop better employer brands. Companies that promote second chances in employment get an inspired and engaged workforce and a pool of potential candidates.
Related: Starting or growing a business? Here's how to know when to hire your first employee.
The future of talent acquisition
The Second Chance advantage isn't about lowering standards, it's about identification untapped potential. By moving beyond the boundaries of conventional hiring practices, affordable talent can be unleashed and our businesses can be optimized and reach new heights.
Our people are the most important asset of any company. Let's embrace diversity of experience and redefine what we think is the “perfect” candidate. The future of talent acquisition is giving everyone a second chance to shine.