Thursday, September 19, 2013
Recruitment - What You are Missing When You Focus on Experience Before Competencies
I get it, we look for people with long experience because we have better chance that they've seen and went through enough. They've accomplished much to gain confidence and failed enough times to learn. But all these are presumptions that can be matched by this similar presumption: Younger, less experienced but quick learning candidates, are probably smarter, more creative, ambitious and aggressive in their career. Depending on the situation we can all be both right or wrong.
So, if we can't depend on experience and if stating long years of work as a requirement causes us to miss young but very talented candidates, what can we do? We focus on COMPETENCIES.
Many companies in other countries are beginning to describe the competencies they are looking for in their job postings. We have not reached that level of maturity yet. We still look at degrees and years of work experience. I say we start drawing the needed competencies for each position in the organization and use them to look for talent. When we do this, we both broaden and then narrow our search. We broaden it in the sense that we can start welcoming younger candidates who can prove that they have the competencies we are looking for. We narrow the search because we can already drive away those who do not have the competencies regardless of how long they've worked.
Stay tuned. In the next few days, I'm going to start sharing my experience, in helping organizations develop their competency models.