You decide it’s time to hire so, determine the skills needed, write a job description, and then start weeding the applications. Understanding what skills are needed versus what skills can be trained may be the answer to your next successful hire.
As an employer, it is important to determine upfront which of the skills listed in your job description are needed and which can be taught. Let’s start by saying that if you are hiring for an “entry-level” role, you shouldn’t require 3+ years of experience. People need the opportunity to join a company in an entry-level position that only requires schooling or basic customer service or Microsoft Office skills. Perhaps looking in the mirror to determine what skills can be taught versus what skills are non-negotiable when hiring.
- Software knowledge: Yes, there are some software skills that would be a “nice to have” requirement but ask yourself if it is something that could be taught and how long would it realistically take to get someone who is tech-savvy up and running. No, I am not saying hire the person that this is their first time opening a Word or Excel document, but do they really need to know how to do Pivot tables or V-Lookups?
For example, some EMR or ERP systems are very similar to the next in their class but does that mean a viable candidate needs that specific program experience especially when they have used similar industry software programs in the past? Even 2 companies who use the same software system for their business use them very differently based on individual business processes. As the employer, workers expect training to do their job, and investing some extra time in teaching someone a new skill can lead to higher employee engagement and lower attrition rates.
- Educational requirements: Some jobs require specific degrees – doctors, lawyers, CPAs – to name a few. But for others, does it matter what their degree is? Between 45-52% of college graduates within 1-10 years of obtaining their degrees are not working in a field related to their degree (https://fordhaminstitute.org/national/commentary/most-college-graduates-face-underemployment-upon-bachelors-degree-attainment). If your job description states a bachelor’s degree in general business is required; ask yourself whether experience instead of education can be sufficient for the job you are hiring for. I’m sure you wouldn’t want to turn down hiring someone with 6 years of specific industry experience doing the same job, willing to work for the same amount of money who has no degree versus hiring someone who has a degree with 1 year of experience.
- Years of Experience: The required number of years of experience needed for a job is a relative term. Requiring a minimum of years of experience won’t necessarily provide a better caliber of an employee. Someone with 3 years of experience who is willing to be trained can outweigh the candidate with 5 years of experience and may come with their own set of baggage.
- Past Hiring Decisions: Don’t let past hiring decisions be the sole basis for future hiring decisions or changing your hiring requirements. Just because you didn’t have success hiring someone from a particular company doesn’t mean you should rule out everyone who worked there. And just because someone with 5 years of experience didn’t work out doesn’t mean your next hire needs to have 7 years of experience.
Attrition happens for many reasons but reacting to and changing your requirements is not the answer. Hiring a person with minimal experience, who fits into your company culture, and can be trained could be your best hiring choice. The Foundation of setting up employees and employers for success can be as simple as investing in training.
Bridge Personnel specializes in a range of roles in the Financial Services, Contact Center, and Non-Clinical Healthcare Industries. Contact us today.