Recruiting talented individuals is a challenge for any organization, but it is even more difficult in the highly competitive world that technology has created. In an article for CIO.com, Sarah K. White proposes a solution to this trial: Hire the underdogs and train them to be the best.
Potential in Plain Sight
CEO of Wrike Andrew Filev takes a very different approach in recruiting his talented team. Rather than vying for the most talented individual who everyone desires, he looks for the undervalued contender who shows potential. For Filev, this has created a team that has developed into highly talented individuals who are assets to Wrike. Wrike initially did this because they could not compete with big names when they first began, but it is a practice they continue to this day.
Hiring candidates with the right skills for a position is important, but what is even more necessary is to find the person who is passionate about the job. When people are excited to come to work every day, they are more engaged and offer more creativity. Passion does not always have to be career-oriented. Filev had one saleswoman who was not so passionate about sales, but when she was asked to organize an organization volunteer day, she was thrilled and engaged again.
One way to find the qualified candidates without making compromises is to look for the “bored” individuals. Find people who are not being used to their full potential at their current position and are consequently unfulfilled and dissatisfied. People like to be challenged within reason. When people are too bored they are often less productive.
Filev likes to find a candidate that exhibits adaptability and is great for coaching. Many candidates have a great foundation for the skills required from this new position, and coaching them can transform them into perfect candidates who are tailor-made for this specific organization.
When recruiting, do not merely look at the skills a person possesses, but look at the potential of these skills. For example, a person who has experience in journalism may be great at “asking good questions and weaving captivating stories.” Be creative in the hiring process, and never limit yourself based on the explicit skills of a candidate.
You can read the original article here: http://www.cio.com/article/3074951/hiring/how-to-find-undervalued-tech-talent.html