Resumes can be tricky, and once they pile up, the task of finding the right talent for the job can be frustrating. Great assessors start with reviewing the position they are interviewing for and other open posts if they come across a candidate that matches. These candidates that meet the standards of the company could slip away if an assessor isn’t careful.
Resume piles can be categorized into three parts — yes, no, and maybe. By widening the talent pool, assessors may be surprised to find a hidden talent that often goes unnoticed. There are a few powerful methods for assessing resumes that you can use to narrow down your search. Here are a few.
1. Character over Experience
A candidate’s background experience is essential, but it should not be at the very top of the checklist. Years in the field may not necessarily equip them with the same skills that the organization is looking for, and before hiring a candidate, look deeper into their character.
How can assessors use their experiences as career templates?
As an accessor, your experiences are your career templates. These templates are your best tools for measuring the potentials of prospective candidates. The insights that you have acquired through years of experience can guide finding the candidates that have the qualifications and zeal to make it in the field. These candidates may not even have a degree in the area. But they have the right skills and character to be trained for the job. In some cases, it could be just plain intuition that something tells you that they are the right person for the job.
3. Audition to Find Clues
Auditions are an excellent way to find talent. By observing a candidate in action, accessors can spot those that stand out and possess the standards and potentials required for the job. Let us take a closer look at the kinds of talents you should keep an eye on.
Communication – Candidates must know how to communicate well and showcase what they are made of enables the accessors to observe how they conduct themself with little or no preparations.
Persuasion and Decision Making – Influencing decision-making and convincing others to accept an idea is another talent. These skills are also talents for potential managerial positions in the future and the ability to make decisions based on minimal information.
Execution – These individuals take the initiative to improve work, monitor progress, and set clear goals. They are detailed and are also good at observing other people’s potential.
Adaptation – Change happens, and adapting quickly to those changes is an excellent characteristic. Having a few candidates that can easily adjust and lead by example is an incredible asset to any organization.
Embracing Diversity – One of the essential talents is candidates that embrace diversity and inclusivity. These candidates understand the differences in people, accept them without bias, and with an open mind.
Conflict Resolutions – The ability to resolve problems, reach a level of compromise, and reconcile despite differences is a talent you should look for in a candidate.
What methods does your organization use when assessing resumes to find talent? Email me at greg@inscapeconsulting.com to continue the conversation.
