IT Hiring: 5 Tips to Move Past the "Ideal Candidate" Trap.

Photo by Sebastian Herrmann on Unsplash

Traditionally, the process of hiring presents a hurdle for most candidates as they realize soon enough that they’ve got to do everything by every means possible to prove themselves as the best fit for the job. Requirements such as those of numerous skills and certifications deter the gifted ones from reaching the end. This is why one must implement measures to ensure that all candidates are presented with equal opportunities to compete for the race. This, however, won’t attain fruition unless a significant shift is made in the aspect of hiring from the known traditional means to a better means of assessing candidates. It becomes easier for organizations and firms to do well when individuals with diverse versatilities and problem-solving skills are incorporated into the system.

Here are five ways to make a significant turn towards a better hiring process

Be on the lookout for values and potentials. 

Contrary to the ideals that bind the traditional hiring process, where the searchlight is mainly on the years of work experience and qualifications an individual has gathered over time, the focus is shifted to looking at each candidate individually and assessing them as such. Give them opportunities to talk about their approach to challenges and how they surmount them, what drives them towards achieving their set goals, their experiences in life, and how well they volunteer towards extracurricular projects.

Quit looking for the ideal candidate

Constantly looking out for an ideal candidate places you in a biased state in the hiring process. The way out of this is to, first of all, make a list of the ideal qualities and skills you desire, set up interviews and job descriptions that puts those qualities and abilities on the top of the list. In addition, you should also avoid the use of words that could discourage people from showing their interest in the job.

Strike a balance between personal narrative and the actual skills

The inner drive and the values an individual possesses could bring immense benefits to an organization. You could identify this in a person’s approach to problems, their hobbies, and how well they volunteer for extracurricular projects. This is not to say that one shouldn’t weigh the importance of the individual’s skill set, but it has been discovered that empowering candidates employed through the non-traditional hiring process with the needed knowledge is an important step to moving them forward on the work front.

Make interviews conversational

Quit the traditional means of always making the candidate feel like they are on the hot seat. This is because while you are assessing the patient’s abilities and potentials, the candidate is also looking at the pros and cons of working with you, especially regarding your approach at the level of the interview. This is why it is important to make it a bidirectional meeting where the candidate can catch a glimpse of what working on your team would be like.

Adopt the people-first mentality

While hiring is just the first step when the candidate gets to know your company, you mustn’t just stop giving them a rousing welcome but also provide them with the needed support at every step of the way until they get fully accustomed to the company.