Hiring Based on Experience Could Damage Your Business

hiringFor years, businesses have always been advised to hire based on proven track records of success. New research suggests that this approach can be potentially damaging to the success of your business.

In a recent post on Open Forum, business and workplace author Alexandra Levit examined research from Monika Hamori of the IE Business School in Spain, and Burack Koyuncu of the NEOMA Business School in France (as recently reported in Forbes).

She notes job-specific experiences may actually slow down learning because “some knowledge and techniques need to be unlearned before learning in the new context can take place.”

Companies seeking top performers shouldn’t necessarily look for those with extensive job experience in the same role they are trying to fill. Instead, try these four alternatives when hiring a top candidate.

Different Departments

Companies often hire from within, says Levit, but it’s often in the context of a specific career path. If you have a role to fill, look for candidates in other departments that show promise and drive, regardless of their specific skill sets.

“You should not underestimate the power of someone who already knows and understands your culture and who can bring a fresh perspective to the role because he or she has been doing something very different up to this point.”

Temporary Placement Firms

Hiring for a short-term position has mutual benefit to both the candidate and the company. Candidates have the opportunity to acquire company specific knowledge, and candidates and the company can determine if the fit is appropriate for both parties.

Volunteer Organizations

Look to volunteer organizations when considering your next hire. “The great thing about volunteer organizations is that they attract people with strong moral compasses and work ethics.”

Industry information can be learned, but focus, drive, and dedication usually can not.

Social Outings

Relaxed social settings puts everyone at ease, and the elevator pitches tend to drop away. Moran suggests seeking out someone who displays personality traits different from your own, and asking about recent work accomplishments.

“Dig deeper to see how tangential results in other positions could relate to your needs now.”

What tips can you offer for recruiting new talent to your organization?

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>