Ticking all the boxes or room to grow?
Finding a candidate who can slip seamlessly into a role, acing all aspects from day one, may seem like the hirer’s ideal. But what happens in six months when they grow bored because there’s no room to grow?
Striking the right balance of optimum capability, while creating a diverse and collaborative environment, is taking centrestage when hiring new talent, driven largely by the benefits that this winning combination can have on productivity and retention.
The 70:30 approach can provide a fresh take on talent sourcing to help hirers find that magic mix of fit and skills. But where do you start?
Much of deciding what works for your business starts with your values. Not just the ‘corporate vision’ but real-time, everyday values that define the expectations of team members beyond simply delivering to their job description.
On one hand, a candidate who ticks all the boxes and can hit the ground running will obviously be of value immediately. While having fully capable employees is vital within any business, the old adage of too many stags in the paddock can end up applying to workforces like this. In fact, this can actually contribute to churn, as highly-developed talent seek out other roles that have more room to move.
The alternative, looking for candidates who are 70% ready for the role, with 30% development still to happen, presents a huge opportunity. This lets businesses identify talent who have a solid skill base and are a good fit culturally, while also offering opportunities that satiate employees’ appetite for development and growth. The added bonus is, of course, that team members who feel challenged and nurtured are less likely to grow bored and look elsewhere.
70:30 candidates potentially get overlooked when CV filtering takes place, simply because their immediate ‘on paper performance’ is deemed too lightweight. The challenge for those shortlisting is to keep an open mind, keep your values close when looking at traits beyond experience and use existing professional networks to conduct a bit of ground research.
Taking a broader approach and actively seeking out 70:30 candidates could mean a much stronger-performing and diverse cross-section of employees, as well as room to grow and shape top talent. The end result may well mean having to conduct a few extra interviews, but it’ll be worth it in the long run.