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Hire Unconventional Talent
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Tip
When it comes to hiring, too many managers unconsciously hold onto the notion that there’s one ideal candidate type for a role. But if you want to build a diverse team, you need to be open to a range of possible candidates. To make your hiring process more inclusive, especially of applicants who may have nontraditional backgrounds, adopt these strategies.
Help unconventional candidates envision themselves at your company. When you’re writing a job description or interviewing a candidate, paint the big picture of a role rather than a checklist of specialized skills, degrees, or years of experience.Focus on potential rather than pedigree. When interviewing, ask questions that help you understand not just what they’ve done but what they’re capable of. For example, an open-ended question like “What were you doing the last time you looked at a clock and realized you had lost all track of time?” can help you uncover intellectual curiosity and understand what motivates someone.Don’t obsess over job titles. Rather than skimming resumes or LinkedIn profiles for a candidate’s education and experience, look at other non-professional experiences they may have, including volunteer or advocacy work, writing, or other interests. Those endeavors can often be more telling than a job title.
Translations
🇨🇳 雇佣非传统的人才
在招聘的时候，很多经理都不自觉地认为一个职位只有一个理想的候选人类型。但如果你想建立一个多元化的团队，你需要对各种可能的候选人持开放态度。为了使你的招聘过程更具包容性，特别是对于那些可能拥有非传统背景的申请人，请采用以下策略。
- 帮助非传统的应聘者在公司里树立自己的形象。当你在写一份工作描述或面试一个应聘者时，描绘出一个角色的全貌，而不是一张专业技能、学位或多年经验的清单。
- 注重潜力而不是血统。在面试的时候，问些问题，不仅帮助你了解他们做了什么，还帮助你了解他们的能力。例如，问一个开放性的问题，比如“你上一次看钟的时候发现自己完全忘记了时间是怎么回事？” 可以帮助你发掘好奇心，了解别人的动机。
- 不要沉迷于工作头衔。与其浏览求职者的简历或 LinkedIn 个人资料，不如看看他们可能有的其他非专业经验，包括志愿者或宣传工作、写作或其他兴趣。这些努力往往比工作头衔更能说明问题。
