Rejecting candidates out of hand can become an unfortunately common trend in a weak economy. When some managers see a line of applicants winding out the door, they develop an inflated sense of confidence that makes them decide to “hold out for the best”, or toss out one highly qualified candidate after another because these applicants don’t present themselves as stars. But if you’re tempted to hire only applicants who are currently employed, or only those who have PhDs, or only those who are currently making the limit of what your company can offer, think twice. It may be wise to adopt some flexibility. Here’s why.
Hire for Skills, Talent, Attitude, and Work Ethic, Not Star Status
You’ll pay a premium for every measureable element of candidate star status. Everything from a four year college degree to the completion of a software training program comes at a cost. At the same time, candidates who possess these credentials and can charge these premiums have no specific reason to cultivate gratitude or loyalty once they come aboard.
On the other hand, if you hire a candidate who hasn’t yet learned to write code or hasn’t completed her level three certification, you’ll be taking her on at a slightly lower rate. And if you provide her with this training in-house, she’ll have every reason to stay, invest, and appreciate a symbiotic relationship for what it is.
Aptitude can be taught, But Attitude is in the Blood
Inflexible managers use a rigid check-off list to measure candidate success potential. Does the candidate have exactly three to five years of experience? Does the candidate have exactly three glowing references from upper managers at Fortune 500 companies? Lists like these are self-limiting and don’t actually measure the real qualities that predict a great hire. While interviewing a candidate and reviewing his or her background, use your non-verbal communication skills, experience, and intuition to discern a genuine work ethic and honest eagerness to learn. Everything else can be taught.
Don’t Voluntarily Overpay for Candidates with Attitude Problems
Taking on a bona fide “superstar” is, in and of itself, a recipe for trouble. Not only are you likely to overpay (market value doesn’t always dictate substance), but you’ll be taking on a candidate who may not see any reason to adapt to your culture, accept your methods, or cease her search for better opportunities elsewhere. Think before you try to pry a candidate away from her current job while an eager, intelligent, and inexpensive alternative happens to be knocking at your door.
Where can you find these qualified, inexpensive candidates with great attitudes? Start by arranging an appointment with the NC staffing experts at PSU. We have access to a broad pool of talented applicants who can help you drive your growing company forward.