Hire for attitude. Train for aptitude
When approached with the decision of hiring a young professional in their 20s and 30s, what are you looking for? Education? Experience? Skills? Certifications? Or are you looking further to what they can bring to your organization based on each of those elements?
It is no secret that job hopping is the new normal for Millennials. In fact, most have already changed careers since their college graduation and expect to only stay in a position fewer than three years. As a Hiring Manager, Human Resources Director, and even an Executive, you have a valid case for your wariness of a résumé filled with 1-2 year stints. You have the right to question an applicant’s motivation, skill level, engagement and even their ability to get along with other colleagues, but the real question to consider is, ‘How can I effectively utilize him/her on our team?’
Most are quick to judge simply based on a résumé and tend to avoid hiring these young professionals for their lack of experience or job instability. With Millennials on track to make up 75% of the global workforce by 2025 your avoidance strategy will soon come to an end. In the past we placed too much emphasis on what a job candidate has done rather than what they could do.
While some industries have already transformed their hiring practices, many aging industries continue to struggle with the idea of ‘hiring for attitude.’ Their mindset is to surround themselves with like-minded industry veterans who tend to be stuck in their ways which leads to you untraining them and then retraining them for a simple task. It’s like teaching an old dog new tricks, it just doesn't work. According to an article in Fast Company, the most common and fatal hiring mistake is to find someone with the right skills but the wrong mind-set and hire them on the theory, “We can change ‘em.”
Yes, hiring young professionals is a risk, but they contain a skill that most industry veterans don’t have, learning agility. Those who are learning agile know what to do when they don’t know what to do. They know the questions to ask, where to find the answers they need and they are comfortable being uncomfortable. It is their ability to recognize a learning opportunity, adapt themselves to the new situation and enhance their marketability by developing the skills needed to achieve the new task at hand.
Millennials want their ideas to be heard in a workplace that is flexible and whose company's values match their own.
So, before dismissing a hit-and-miss résumé, consider the circumstance; it demonstrates ambition, motivation and the desire to learn more skills more than it shows flakiness. You need to realize that this is the new normal, come around to appreciate its advantages.
Source: Jacob Wayman
Employee Benefits Strategist | Proud Rotarian | Relationship Builder | Golfer | Wellness Enthusiast | Paul Harris Fellow