Hiring For Potential in Today's Challenging Market

(Read more of our executive leader notes: Archer & Associates)

In today's challenging market, where layoffs are common and hiring is tough, it's important for leaders to adopt a strategic approach to talent acquisition and development. This means moving beyond traditional methods and embracing a more holistic and relational perspective.

One of the biggest issues we face is the transactional nature of hiring. With budget constraints, we often rely on AI systems to filter through thousands of resumes based on keywords. While efficient, this process strips away the relational aspect of hiring and reduces it to a mere transaction. We end up missing out on candidates who may not have the perfect resume but possess the right mindset and approach. By focusing solely on tactical experience and keywords, we overlook the deeper qualities that make someone truly successful in a role. This can lead to unnecessary employee churn and hidden downstream costs. It can also lead to greater disruption on teams.

But there's a better way. By shifting our focus back to the relational aspect of hiring, we can take the time to understand candidates as whole people. This means asking questions that probe their intrinsic motivations, personal methodologies, and approach to problem-solving. When we foster this relational approach, we not only attract the right talent but also ensure they feel valued and supported, leading to higher engagement and retention.

Hiring for potential is key. Leaders need to look beyond the resume and ensure they can truly match the essence of the job with candidates' core capabilities and intrinsic motivations.

• Understanding the essence of the job is crucial to successful hiring. Different roles require different approaches and motivations. For instance, testers love to break things and ensure that the product is error-free, while developers thrive on creativity and innovation. Similarly, accountants seek order and accuracy, while finance professionals look for ways to optimize numbers. Recognizing these differences and hiring accordingly can lead to a more motivated and effective team.
• Hiring for potential means looking beyond the chronological resume experience and understanding the candidate's intrinsic skills and motivations. Ask questions that uncover a candidate's natural inclinations and personal methodologies. For example, instead of focusing solely on tactical experience, we should ask questions like, "What is it about this job that gets you up in the morning?" or "Tell me about a time when you had to create something from scratch and what motivated you to do so?"

In essence, hiring should be about finding the right match, much like any other meaningful relationship. By fostering this relational approach, we not only attract the right talent but also ensure they feel valued and supported, leading to higher engagement and retention. As an executive leadership consultant, I often help leaders navigate the complexities of talent hiring and development in today's challenging market. I work closely with them to identify the unique strengths and potential within their teams, guiding them to see beyond the surface-level skills and experience. Reach out if you would like to learn more!

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Archer & Associates