Delphine Carter is the Founder and CEO of Boulo, a recruitment platform that connects companies with exceptional candidates.
Years ago, I worked for a company where I was part of a group that referred to themselves as the “trash can” hires. As job candidates, each of us had initially been tossed out of the running because our qualifications and experience were different from the company’s vision of an ideal candidate. We also ended up landing the jobs when other employees plucked us out of the reject pile by providing personal recommendations. And we proved to be top performers.
I think about trash can hires a lot these days. As someone dedicated to helping women, specifically mothers and caretakers, follow their career passions, the thought of a good candidate slipping through the cracks pains me. This is particularly true for companies that aren’t quite sure of the skills and experience they need; they may post a job ad asking for certain qualifications while failing to consider that a diverse background or nontraditional skill set is exactly what’s needed.
As résumé screening is increasingly automated, there are three ways employers can take care not to relegate good candidates to the trash.
1. Start small and adjust. Instead of sourcing for weeks before reviewing résumés and interviewing, consider setting up a handful of interviews as soon as résumés come in. Talking to these candidates will let you know if your posting and screenings are working as desired. Consider adjusting your keywords or qualifications if every candidate is the same. The goal isn’t to be so narrow in your scope that you’re seeking a rare diamond but rather to have a choice between many gems.
2. Dive deep into referrals and recommendations. If you’re getting referrals from existing employees, it means two things: First, those employees enjoy working there enough to want others to join them. Bravo for that. Second, they know the culture and the needs of the company, and they are indicating that they believe their referral will be a good fit. Pay attention to these candidates. Their profile might not match your job description, but they could offer new possibilities and new perspectives on what skills are needed or what kind of person would complement existing staff.
3. Break out of the routine. Finding candidates that are unique and unconventional requires a different approach. Consider breaking from established hiring processes. Post jobs in new networks to tap new talent pools. Use emotional intelligence (EQ) and soft skills to screen candidates instead of experience. Ask culture questions in interviews or allow colleagues to conduct panel interviews. All of these practices can bring something new to the table that allows you to consider diverse candidates.
Trash can hires provide a good lesson for hiring managers and HR professionals: Take a chance.
Despite professing that we are looking for unique candidates, many in our industry have fallen into a mindset of looking at employment and skills gaps, unusual backgrounds or deviations from traditional career paths as red flags. It’s time to stop thinking that all employees fit neatly into a profile—as one Forbes contributor explained, the future involves non-linear paths. Not every candidate presents on paper like they do in person. Not every job requisition attracts the right applicants. Screening technologies save time but can marginalize candidates with diverse or non-traditional experience.
Digging for a résumé that has initially been rejected and giving it a second look is a sign of the times. As a former trash can hire, I am here to say that slowing down to consider—or reconsider—a candidate can result in surprising success.
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