Here’s a familiar story: Business is booming, and it’s time to add a new member to the team. You want to find someone who has the right experience, is a leader and wants to grow within your organization. But amid a tapped-out talent pool and stiff market competition, you’re struggling to find the right fit.
There has to be a better way to approach this — right? In fact, there is. Changing just two words in your vernacular can shift your entire recruitment strategy, helping you beat the competition and win the best talent. By swapping the “years of experience” requirement for “level of expertise,” you’ll open doors to talent you might never have considered before.
Swapping out a word is easy enough — but while “years of experience” is quantifiable, “level of expertise” is qualitative. To gauge this requirement, the trick is to find expertise that isn’t gained through traditional experience.
In this post, we’ll look at four personas of unconventional candidates, address common misperceptions and offer sample screening questions to ensure they have the expertise and attitude you need.
Continue reading - http://blog.indeed.com/2019/08/01/4-types-unconventional-candidates/