What do you do if your project management candidates lack the top qualities employers look for?

If project management candidates lack the top qualities employers seek, focus on providing targeted training, mentoring, and opportunities for skill development to bridge the gap and cultivate these essential attributes within the team.

I would first evaluate if these qualities can be cultivated through training. For instance, if candidates show potential but lack leadership skills, I would provide coaching to help them develop these. Additionally, widening the candidate pool to include individuals with transferable skills aligned with the role's requirements can be beneficial. By identifying candidates with a willingness to learn, I can facilitate their development into effective project managers. Moreover, ensuring candidates share the company's vision and contribute positively is essential for long-term success. Through strategic recruitment efforts and a focus on cultural fit, I aim to build a cohesive team of managers capable of driving success and adding value.

If you have found someone you truly believe is the best candidate, not just the first one, then you must have seen some magic in the candidate. What exactly did you see? Why do you feel it out weighs any other candidate who perfectly fits the job description? Then articulate it. Remember, job descriptions are what hiring managers think they want... open their eyes to potential. That is your job! Ps having these discussions based on data, is a real game changer e.g how many candidate you found that looked good on paper but lacked 'x' during call, this candidate is missing 'y' but has 'z'. Facts, facts and more facts. Pps get a great relationship with the hiring manager, otherwise they will never respect your opinion!

Offer training programs or professional development opportunities to help candidates improve their skills and acquire the necessary qualities. Assign experienced project managers as mentors to help candidates develop the required qualities through guidance and support. Offer candidates opportunities to gain hands-on experience through internships or apprenticeships to develop the necessary qualities. Encourage candidates to engage in continuous learning and self-improvement to develop the qualities employers look for in project managers. Review your recruitment strategies to attract candidates with the desired qualities. Provide regular feedback and coaching sessions to help candidates understand their strengths and areas for improvement.

If your project management candidates lack some of the top qualities employers typically look for, there are several steps you can take to address this situation: Training and Development, Structured Interviewing, Assessment Tools, On-the-Job Training and Shadowing etc.By taking these proactive steps, you can help address any deficiencies in your project management candidates and support their development into effective and successful leaders in your organization.

Assess candidate potential by looking at transferable skills, past achievements, and a growth mindset. Consider cultural fit, leadership potential, and alignment with company goals. Create a personalized development plan, offer probationary periods, and highlight internal growth paths. Provide training, mentorship, and continuous feedback. This approach ensures hiring candidates with room to grow and evolve within the role and organization.

Support candidate growth with tailored plans, training, and mentorship. Offer on-the-job learning, feedback, and coaching. Provide access to resources, networking, and cross-training. Conduct regular reviews, foster a learning culture, and offer financial support for certifications. Set clear goals and accountability measures for continuous improvement. This holistic approach empowers candidates to bridge gaps and thrive in their roles, benefiting both individual and organizational success.

Select candidates who resonate with your culture, values, and project aims. Prioritize attitude, personality, and adaptability. Assess fit within team dynamics, stakeholder relations, and potential for growth. Look for those who enhance collaboration, problem-solving, and are open to training. This strategy forms a cohesive, high-achieving team poised for success in your project setting.

Absolutely! Flexibility is key, especially in dynamic environments. For instance, imagine a project management candidate who may not have all the traditional qualifications but demonstrates exceptional adaptability and a willingness to learn. By providing opportunities for continuous training and mentorship, this candidate quickly acquires the necessary skills to excel in their role. Their flexibility allows them to navigate unforeseen challenges, adjust project plans as needed, and ultimately deliver successful outcomes. This highlights the importance of being open to candidates who show potential and a readiness to grow, fostering a culture of adaptability within the team.

Stay flexible in hiring to find candidates with compensating strengths. Look for transferable skills, growth potential, and diverse backgrounds. Offer training and adjust roles as needed. Use trial periods to assess fit and adaptability. Build cross-functional teams and focus on core competencies. Emphasize potential and continuous evaluation. Involve the team in the process for valuable insights. This approach creates a dynamic, adaptable team ready for project success.

There shouldn't be any surprises when it comes to presenting the shortlist as to what the top qualities are being sought, as an open discussion as to whether their expectations are realistic (market/salary/hybrid working arrangements/employer brand all play a part) should have already been held and agreed at the briefing stage between the Hiring Manager and the Recruiter way before CV's presented or interviews arranged.