What To Consider When Hiring for Outcomes

 

 

When reviewing candidates, most hiring managers put heavy emphasis on existing qualifications. This leads to decisions being made based on aspects of the job seeker’s history, such as their experience and education, as well as their skill set. While this approach can be effective, it doesn’t guarantee the right kind of employee was hired for the position.

Hiring in the manner described above is based on checking boxes describing what the position is today, not necessarily where it needs to go. It pays little regard to any goals for the vacancy, as well as what outcomes are required for a person to be deemed a success. It also means some top talent could be missed because they simply don’t check every box associated with the position.

Instead of focusing on those areas, consider hiring based on outcomes. This means finding employees who have the right motivations and interest, as well as suitable capabilities to reach any goals for the future employer. Further, it assesses whether the candidate is suited to the environment – acknowledging the cultural fit can be as much of a determination of success as skill sets.

To help you hire for outcomes, here are some critical points to consider.

What Must the Position Accomplish?

Before you begin advertising an open position, it is important to understand exactly what the new employee will be expected to achieve. Why? Because skills can be used in numerous ways, so even if a candidate has the right skills, that doesn’t mean they can apply them in the way you need.

This also helps you target skill areas that are critical versus those that are simply nice to have. For example, if your current team has a talent gap, finding a candidate who can fill that need is likely priority number one. Anything beyond that needs to support the completion of goals associated with the position, which may render a laundry list of skills unnecessary.

Will the Position Change?

In many cases, the position as it is known today isn’t going to be the same in five years, or even one year. That means the skills you hire for today might not accurately reflect where the job is going. If you have an idea of your future needs, looking at candidates who can adjust to meet new goals may be a better approach. This could include focusing on candidates who are motivated to learn new skills and explore new technologies, even if they don’t currently possess every skill you originally looked to hire.

Choosing an employee who has a strong base and a willingness to learn to cover any shortcomings can be a sounder long-term investment than selecting an applicant who has the right skills today but isn’t willing to go any further.

If you are interested in hiring for outcomes, the recruitment professionals at The Squires Group have the expertise to help you find the right candidates. Contact us to see how our knowledge can work for you.


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