What if Your Perfect Candidate Isn't Out There?
The idea of hiring someone perfect for the job sounds like a dream come true. But what if your perfect candidate isn't out there?
There are many reasons why you may not find the ideal candidate. Maybe they're hiding in plain sight, or maybe you're just trying to find something that doesn't exist.
On the other hand, they are working for your competitor and just aren't looking for new opportunities, or maybe they are in a completely different field of work. Either way, it's time to rethink your process and techniques for hiring employees when a candidate is not a 100% match.
Should You Be Open to Candidates That Aren't an Exact Match?
The best recruiting process
comes down to three key ingredients - the right people, the proper process, and the right technology. The wrong people will lead you astray; the wrong process will leave you spinning your wheels; and without good technology, you'll be stuck in the dark ages. But is everything this black and white?
The answer to this question depends on the company you are hiring for and the type of industry. For example, suppose you are a startup company looking for a marketing executive. In that case, it may be a good idea to have a more open attitude towards considering people who don't have the exact skill-set.
Now that companies have the remote infrastructure in place, they are focusing on hiring the best people, not just the most local. It’s exciting!
- Kyle Lacy, CMO at Lessonly
However, if you are an established company in an industry such as law firms and banks, you would want to make sure that person has all the necessary skills and experience. Yet, many hiring managers overlook a good-fit candidate because they might be someone with a different cultural background, a different type of experience, or simply a personality that may not seem best suited for their role at first glance.
3 Reasons Why It's Worth Hiring Employees Who Aren't the Exact Fit
Hiring the wrong candidate could indeed be an expensive mistake. Candidates who aren't an exact match should be viewed cautiously; when hiring managers do this, they need to provide clear guidelines about expectations and job requirements to help narrow down their search.
After all, it costs companies 30% of a bad hire's first-year salary. But doesn't this mean every candidate must be a 100% match? After all, vacant positions cost companies in the U.S. millions of dollars every year. It's worth hiring new employees who aren't the right fit because they can often impact other ways. For example, they may be able to teach skills that you need to your other employees, or they may be able to pick up new skills on the job.
Teaching skills: Employees who don't work out for one job but excel in another can share their skills with your organization and help transfer knowledge and expertise from one area to another.
They're more motivated than other candidates: If an individual doesn't feel like they're 100% perfect, they'll often work harder than someone who does seem like the perfect match. So having self-motivated employees is far more helpful than having a 100% skill match.
Beyond the technical skills, soft skills like communication, work ethics, and attitude are essential to doing a job. In some cases, someone who is maybe a 70% match in the technical aspects but comes with other skills will be more efficient. This is because they will learn ad unlearn things to succeed in their job.
How to Ensure You Hire the Right Candidate Without Compromising Your Company's Culture or Values
A company's culture
reflects its values. When someone says a candidate is an excellent cultural fit, it often means they are easy to hang around and hang out with. However, organizations must be careful in making this a core requirement. As the adage goes, "birds of a feather flock together," people are often attracted to others who share the same background. This could hamper your efforts to be a diverse and inclusive workplace. This also means that cultural fit need not be held as a high standard. People have a way of fitting in and aligning with your values once they get settled in their roles. You must ensure that the skills and presence they bring to the table align mostly with your company culture
Conclusion: Hiring Shouldn't be Just Based on a Perfect Match to the Job Description
You can find someone that may not be perfect but is good enough, and that is fine. It benefits your organization in several ways. Learning opportunities are one of the most significant factors that contribute to employee retention. You always risk hiring someone perfect and risk them burning out from overwork. They find their role less stimulating and end up leaving.
Providing an opportunity to someone who isn't a complete match creates the perception that your organization is invested in your employees. You are dedicated to their growth and understand that there is a learning curve. You can also look forward to being in a workplace where your 60% or even 70% match becomes a 100% match for your organization.
Frequently Asked Questions
What are the challenges of hiring a candidate that isn't an exact match?
The challenge of hiring a candidate that doesn't match your needs is that it's harder to predict their performance since they're not an exact fit. This can be especially problematic when you're trying to fill a specialized role, and the talent pool isn't significant.
How can hiring managers overcome the challenges of not being able to find the perfect candidate?
One of the best ways is to find a perfect match candidate and then train them to become a perfect fit.
How does a candidate's personality affect their work?
Some people have a "get-it-done" attitude, and others need a lot of hand-holding. Your best bet is to identify what type of personality works better for the position you're looking for and hire accordingly.