While it is a good practice to hire based on experience, many company leaders are finding that employees with solid character and attitude can outperform employees with more experience.
Every single hire impacts an entire team or department. When you can identify ability and frame of mind in a hire, you’re looking for someone with growth potential. Sometimes hiring for growth is essential to necessary change, and sometimes it’s useful for strengthening what has been working. Either way, the proper inexperienced hire with a solid frame of mind can adequately fill a position as needed.
Unfortunately, inexperienced workers don’t have a lot of material to assess, and therefore you need to ensure your process is up to snuff. Below are a handful of suggestions to help you locate applicants and reduce your process-related stress levels at the same time.
Find the Right Information
It’s important to start your hiring process by focusing on what is really essential to the position, including qualities that are difficult to evaluate with a resume review: team-working ability, work ethic, reliability, etc. Some personality questionnaires can gauge these job-critical abilities rather easily, providing more time to dig into those applicants who fit the workplace culture and the job itself.
Consider Refining Your Process
When looking to hire an inexperienced candidate, map out your entire hiring process and consider what can be changed or updated. Including others in this review can keep details from being overlooked and bias from creeping into the process.
Use Volume to Your Advantage
Inexperienced candidates rarely have everything a hiring manager wants. Casting a wide net and leveraging automation can help you to identify the top applicants based on predetermined criteria. Automated HR systems can screen out applicants using key terms, leaving fewer applications to examine. On top of that, these systems can quantify resume data to support the decision-making process and process evaluation.
Focus Interviews on Soft Skills
Soft skills like being a team player and having good communication skills are essential to success in any job. These skills are also driven by a person’s general attitude. An effective way to assess soft skills is by asking ‘behavioral’ interview questions: Asking a candidate to describe a situation from their past when they showed a certain quality, like leadership or compassion.
Behavioral questions can also lay out a hypothetical situation for an interviewee to describe how they would respond. For instance, a candidate might be asked how he or she might lead a team of co-workers on a project that involves technical details they don’t understand.
Hire the Right People with Nationwide Temporaries!
At Nationwide Temporaries, we help our client fill open positions at all levels of their organization. If your company is currently looking for a talent acquisition solution, please contact us today.