Is potential more important than experience in a job applicant? The age-old question plaguing recruiters has never been more relevant than it is in Australia's competitive business world today.
Recruitment agencies are often presented with a wide swathe of candidates, some of whom have rock-solid CVs and others who are fresh out university, full of untapped potential. How can Australian recruiters decide whether to hunt for talent or experience from their recruitment databases?
Hiring for experience
Having an extensive CV never hurt a job applicant, and recruiters will naturally pay attention to candidates who boast impressive credentials. Experience is especially important when hiring for a leadership position; the risk of bringing on someone without solid leadership experience is much greater in this situation than it would be for an average job opening, according to Entrepreneur.
It pays to bring on someone who can hit the ground running without a great deal of direction.
It might also be a good idea to hire for experience if you think the client company lacks the time or resources to train a new employee from the ground up. In these cases, it pays to bring on someone who can hit the ground running without a great deal of direction.
Hiring for talent and potential
If you're in the recruiting process for a non-leadership position and have to choose between a candidate with potential and a great work ethic and another with an impressive CV but less personality, it might make sense to go with talent. Organisations that have the time to nurture and grow new talent often stumble upon gold mines when they bring on fresh graduates that show enormous potential.
For companies that are looking to rebrand or appeal to a new demographic, hiring an inexperienced, yet talented candidate could provide the unbiased perspective needed to give the business an edge.
Which should I choose?
The decision between these two types of candidates depends entirely on the specific situation. If the client already has a team of competent and experienced employees, keep your eye out for fresh talent to balance out the ratio. With younger or smaller companies that lack such a team, it might be smart to invest in an experienced hire who can pave the way.
The most important component, according to Forbes, is to allow your human judgment to take control; if you believe one candidate would make the best hire, don't second guess yourself. Whether you're hiring for experience or talent, TRIS recruitment software can help with candidate management by removing the administrative tasks from your day to day. Get in touch with us today!