Hire inexperienced talent

Today, many companies continue to see experience as an indispensable requirement. Recruiters consider it important even in junior positions and, in general, they prefer candidates with more experience.

This is because HR specialists sense that previous jobs have brought more knowledge and skills to the candidate, but... Does experience predict anything about future performance?, work experience It's not enough, since it does not determine their performance.

It seems logical to think that candidates, who have experience in the position for which they are applying, are at an advantage... But the relationship that exists between pre-employment experience and performance It's not proportional, with which...

What factors should we consider when selecting a candidate?

1. ADAPTABILITY

Flexibility and adaptability they are two terms that go hand in hand. Ask how flexible the candidate is with regard to schedules, changes in plans and even job movements to get an idea of how he reacts to these changes. A multipurpose employee is a key player in an organization.

The ability of a worker to adapt and be flexible is to be able to do their work in a way that generates high-value ideas, knows how to anticipate problems and remain motivated in the face of changes that will come sooner or later.

2. POTENTIAL

In a nutshell, it's about hiring candidates who can grow and take on challenging and complex responsibilities.

High-potential employees often have some common characteristics:

• Ambition
• Capacity
• Commitment
• They learn quickly
• They go out of their comfort zone

High-potential candidates, with ambition, want to leave their mark, they want to achieve what no one has achieved. They have a very good capacity to exceed objectives and achieve extraordinary results

3. COMMUNICATION

Communication is key to the good performance of any activity.

You are looking for a person who is able to express themselves and communicate clearly and concisely, both orally and in writing.

Also, to practice effective communication, you must be able to practice active listening and retain the necessary information.

4. TEAMWORK

Probably the most important quality of all, since it evidences many of the other attributes such as communication, flexibility, leadership, etc.

Nowadays, companies are more integrated, as are the different work teams; therefore, talent is required who is able to work for a common goal together with his colleagues in a harmonious way.

5. SELF-TAUGHT

Being self-taught is one of the most desirable qualities of the perfect candidate and that all people should have.

A candidate who is motivated to learn on their own has a big plus going for them!

And, if someone wants to learn how to do something, and has the initiative to search for a video or read about how to do it themselves, it will do wonders for your company because they will not stop until they achieve the objectives they have set themselves.

6. DO NOT IGNORE THE WORK EXPERIENCE!

It's not about you ignoring your candidates' past experience from now on. But yes, it's time to think about how to use it to evaluate applicants.

There are metrics that DO NOT represent the performance of the work that a candidate could do, such as:

• The number of jobs they have held.
• The length of time spent in your previous jobs.
• The years worked in total.

None of this gives us information about the quality of their work. Instead, when evaluating your candidates, ask yourself How important is your experience?

Let's start evaluating candidates based on their abilities rather than just their professional history.