Hiring is proving to be a real challenge right now. 92% of talent functions are finding it "somewhat or significantly harder" to hire talent than pre-pandemic times (ATC Events & Media 2021 State of Talent Acquisition Survey). There are many reasons for this. But being inflexible about what a great hire looks like is near the top of the list. A surefire sign of this issue is a (bad) job ad that has a requirements list as long and as Rapunzel's hair. The problem with this type of list is that it narrows our focus too much on what talent looks like, making it hard to fill roles unless some mythical standard is met. The first step to fixing this problem is to stop using outdated job descriptions. Our one-page Role Canvas template simplifies the start of the hiring process by helping you get the essential requirements for a new hire down on one page. It also brings flexible talent practices to the very start of the conversation (e.g. internal mobility, job sharing, flextime, job crafting). This helps you build diverse candidate shortlists that are critical when to fill those hard-to-fill roles.
Diverse candidate shortlists also help you build thought diversity across your business. And thought diversity is a key driver of innovative thinking. When building your next shortlist, make sure to include some of the following candidates:
Someone who doesn't have all the experience but has some other unique experiences
Someone who has different qualifications to what you'd typically look for
Someone who works in a different industry sector
Someone who doesn't check every box but checks some interesting other boxes
Once we start diversifying our shortlist, we start taking a more open-minded view about what great talent looks like. This gives us a competitive hiring advantage as we can look for talent in places our competitors aren't, helping us hire better and faster. Happy Hiring! Viren