When you are trying to recruit for those high complexity roles, it’s easy to get caught up in the chaos, especially in the tech and software fields. Smaller companies can face even greater challenges when searching for specialized talent. But what if we told you that your next superstar might be hidden in plain sight, obscured by what we call "tunnel vision"? Let’s dive into the world of tunnel vision, offering real-world strategies honed by our team over years to amplify your candidate pool and simplify your hiring process.
Let's address tunnel vision head-on. It happens when job descriptions become too rigid, specialized, or downright unrealistic. We've seen it – clients seeking folks with 5 years of experience in a tech that hasn't even existed for 3. While it might sound extreme, it's a scenario we navigate frequently (not always to that extent, but not far either). Our role is to help clients reel in remarkable talent without sacrificing quality. Look out for these signs that tunnel vision is holding you back:
Beyond the “Checklist”
Spot: Drowning in CVs, but none hitting the mark.
Ever caught yourself fixating on specific tools or technologies? Sure, expertise matters, but remember, an engineer's prowess goes beyond a single tool. Would you dismiss a chef for lacking experience with a particular knife? But we see it time and time again, clients discarding candidates with exceptional potential over not having experience with applications that could be picked up within a week. Don't miss out on exceptional potential by dismissing candidates who could quickly adapt to the tools you use. Some of the most successful team members we've placed resulted from encouraging clients to consider candidates who didn't check every box on the job description.
Auto-Filters: Use with Caution
Spot: A trickle of CVs trickling into interviews.
Auto-filters are handy, but they're not mind-readers. They excel at keywords, not nuance. Used poorly, these robotic readers might end up filtering not necessarily for the individuals best suited to perform the job you intend them to perform, but for those who excel at writing “appropriate” CVs. It’s become such a big problem that we now need to have consultants dedicated to helping professionals with this specific aspect of job hunting, and it has removed every last bit of creativity that went into writing your resume. When it comes to intricate roles, take the reins and personally vet CVs. Don't let potential stars slip through the algorithmic cracks.
Bias? Not Here
Spot: Calls on candidates rest solely on one person.
Dealing with bias is extremely difficult, but necessary if you want to really be able to tap into that rich talent pool out there and bring diversity into your team. Let's face it – relying on one person's judgment can lead to missed opportunities, no matter how much you trust in that individual to call the shots. A collaborative approach ensures fairness and maximizes your odds of discovering that diamond in the rough. How? Distribute decision-making across your team to prevent a single perspective from unduly influencing candidate selection. Implement safeguards to ensure that personal opinions or isolated impressions don't prevent well-qualified individuals from progressing in your process.
Open to New Horizons
Spot: A dry well of talent or budget constraints.
We understand that sometimes strategic decisions are made to keep all hiring in house or within the shore, this is a perfectly acceptable and reasonable approach for positions that require it, but are those reasons strong enough? Think outside the cubicle – top-notch talent might be a Zoom call away. While in-house or local hiring has its merits, consider expanding your horizons. Remote hiring, nearshoring, or rural sourcing could unlock a trove of qualified candidates who might just be the perfect fit. Embrace innovation and watch your options flourish, there is a reason the percentage of companies hiring remotely increases exponentially every year.
Combating tunnel vision requires a holistic approach that embraces flexibility, inclusivity, and the willingness to explore innovative hiring models. Remember, the perfect addition to your team might be waiting just beyond the boundaries of your current perspective. Broaden your vision, and watch your hiring success soar to new heights.
