In your quest to find the best candidate for your role, you likely have a long list of boxes to tick. There are certifications, education, and technical skills that your candidate needs to do the job well. Or are there?
Sometimes, finding the right candidate means looking beyond the resume and worrying less about qualifications. What are the benefits of hiring an underqualified candidate? They could add far more to your organization than you think.
Someone who applied for a job that they aren’t technically qualified for may not have the technical skillset you desire. But they do have a skill you can’t teach: the desire to reach beyond themselves and push their own limits.
Finding employees who want to learn and grow in their field is far more valuable than finding someone who ticks all the boxes but enjoys the comfort of staying at the same level. A candidate who has been in the same role and held the same responsibilities for years may not be willing to grow with your company!
When you have a candidate who comes in and requires some additional skills, you have a unique opportunity: you get to mold them in a way you can’t with fully-trained ‘qualified’ candidates.
Having the opportunity to train them according to the latest information and your organizational processes will help them fit in quickly. It will also attract hungry learners looking for opportunities that they may not have had at their last place of employment.
Plus, as too many managers know, it’s far easier to teach an employee new skills than to help them un-learn old or incorrect ways of working. When someone “isn’t qualified” they don’t have giant egos or bad habits.
In today’s world, workers change jobs every 4.2 years. In some cases, they don’t just leave for a promotion: they go for an entire career change.
Career-change candidates are invaluable. They have experience in the job-market, a foundation of core training, and often unique skill sets picked up from other roles or careers.
It’s not just the soft skills they bring. They also have technical skills that may translate or inform their work and a valuable outsider’s perspective that allows them to use them.
Every job post comes with a list of duties and responsibilities and skills required to perform them. There’s no need to pass on the resumes that don’t quite tick all the boxes. Underqualified candidates often possess other value-adding qualities that may be what your organization needs to take the next steps.
Are you looking for that valuable ‘unqualified’ candidate for your IT role? Get in touch to learn how the RIghtStone 360 process places the right fight every time.