Find and hire exceptional talent

May 14, 2022 Virtual Employee Services

8 ways other companies overlook

Find and hire exceptional talent who can quickly adapt to new environments and maneuver remote workplaces with strong communication and time management skills is crucial for success. However some of the top candidates who can overcome the challenges of remote work and thrive are self-starters who have taken less traditional paths to teach themselves new skills.

Employers must also realize that when sourcing and hiring candidates based on specific backgrounds, they continue to perpetuate pedigree bias, overlooking entire populations that have taken the path less traveled to learn the same skills. This is a tremendous missed opportunity for hiring managers and teams, especially amid the “Great Reshuffle” where high numbers of professionals are pivoting to new industries for better compensation and work-life balance.

For example, candidates are transitioning from high-burnout and lower-paying sectors (e.g. leisure and hospitality, arts and entertainment, and retail) in droves. To learn in-demand skills and make a successful career change in a hot job market, many are using nontraditional ways of learning, such as tech bootcamps, digital courses, and free online resources. Here’s some tips of how we help you find and  hire these overlooked candidates.

Having more structured interviews

A structured interview is one in which we have a list of questions to ask candidates, as well as a set of criteria for evaluating their answers.

Some recruiters use the same questions for every candidate and then go through each answer point by point. But it’s better to be flexible than rigid when it comes to interviewing, you never know what’s going on with someone else’s business or culture until you meet them in person.

We found that using some of these questions gives us more insight into what makes them tick than asking candidates all the same ones over and over again.

We don’t overvalue credentials

Many companies overvalue credentials. In fact, credentials are not a good predictor of success and often lead to hiring people who aren’t a good fit for your company culture. If you’re hiring for an entry-level position, focus on skills rather than credentials by asking questions like:

  • How did you prepare yourself for this role?
  • What do you think makes someone successful in this position?

In the case of experienced candidates, we ask them to describe their previous work experiences and what they’ve learned from them.

Be more flexible about required skills

If you’re looking to hire exceptional talent, there are many ways to go about it. Some companies have found success by being more flexible about required skills and job experience.

For example, if we find a candidate with the right attitude and willingness to learn, you can teach them what they need to know. They’ll be motivated by your offer and eager to prove themselves in their new role over time.

people who are
working for your

There are a lot of reasons to consider people who are already working for your competitors. If you’re not sure what the benefits of hiring from the competition are, we leave some:

  • They already understand the market.
  • They already know your competitor's strengths and weaknesses.
  • They have an insider's knowledge of your industry, which is valuable when it comes time to expand into new markets or launch new products/services within an existing market (like how Facebook was able to succeed with its newsfeed because they knew more than anyone else about how people used their phones).

We found that using some of these questions gives us more insight into what makes them tick than asking candidates all the same ones over and over again.

Focus on people

People don’t have to have a degree to be good at what they do. Also there are some candidates that despite having graduated from prestigious universities, may not be able to do the job well after graduation.

Provide flexibility for scheduling

Employees want to work for companies that care about their personal lives. This is especially true when it comes to scheduling, and employees often feel that they’re being given the runaround when it comes to flexible scheduling.

But there are many benefits to allowing your employees some flexibility in their schedule. A flexible schedule can help attract top talent, as well as keep them from leaving for other opportunities where they have more control over their time.

We found that using some of these questions gives us more insight into what makes them tick than asking candidates all the same ones over and over again.

Leverage standardized assessments

These evaluations help us to find people who have the right skills, and fit to your company’s culture, and will be a good long term fit.

Assessments gives us a better idea of what different candidates are capable of doing and how they’ll fit into your organization. We also use them as part of the interview process to gauge whether or not someone is truly qualified for the role (and thus more likely to succeed).

Be transparent from the start

Transparency builds trust. Candidates want’s to feel that a company is committed to their success; and that means being honest about the ups and downs of the job. If a company is transparent about things like work culture, expectations for performance, or what kinds of challenges they’ve faced in the past (and how they overcame them), it shows that they value applicants time and effort enough to be honest with them.

The more information you can share without giving away trade secrets (which isn’t always easy!), the more likely people will want in on whatever it is you’re doing at your company, especially if there are perks involved!

At VES we can find employees that fit perfectly into your company culture

Need more info?

Don’t hesitate and schedule a meeting with our people
for recruiting top talent for your company

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