5 Reasons You Should Stop Hiring Based on Titles

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5 Reasons You Should Stop Hiring Based on Titles

By: Mary Gay Townsend

Source: http://thenextweb.com/entrepreneur/2014/02/22/5-reasons-stop-hiring-based-titles/#!y9DBx

hiring-unemployedThe time comes for every young company when the addition of a COO or a dedicated IT specialist is required. In the face of a growing talent shortage and a war for the best employees, however, adding the right people to your team can be a large task for a growing company.

What can you do to manage this challenge and create the best team in the business? Consider the way you look at resumes. Are you reviewing an applicant based on their title?

While it might be tempting to search for candidates who have experience in the very role you are looking to fill, take a more creative approach and look for applicants with the skills you need rather than the title you want.

Here are a few ways hiring based on titles alone fails to serve the needs of a growing business.

1. It limits you to one skillset

Take a look at the skills required for your open position. All companies, from startups to corporate giants, have a way of growing organically and the needs of your company may change over time.

Approach this process with a thoughtful and honest attitude to reveal the core skills your new hire should possess.

Once you have identified the skills necessary for the job, do not fall prey to the temptation of deciding what position would best suit your needs. This can lead to overlooking candidates who bring a variety of marketable skills to the table.

For instance, when looking to fill a sales position, you can consider applicants from backgrounds as varied as marketing and professional sports. These professions all share certain key characteristics: They are high pressure environments that encourage agility, creativity, and teamwork.

Banking juggernaut Goldman Sachs recently hired former U.S. Treasury Department aide and presidential spokesman Richard L. Siewert Jr. as global head of corporate communications because he was “low-key, knowledgeable and battle-tested.”

2. Rethinking roles based on skill reveals gaps

As you discuss what skills are necessary to fill an open position, consider what skill gaps exist within your team that could be incorporated into the position. Are you in need of better office management? Do you have gaps on your finance team? Perhaps there is a growing need for graphic design capabilities that no one on your team possesses.

As your business grows, you need to constantly assess and reassess the needs of the business and fill gaps… Continue reading here.

About Author

Scott Rosen

Want to know why 90% of the NJ, NY, DE and PA companies who work with us for their HR staffing needs (including Merck, Rutgers, PNC Bank, Daimer-Chrysler, Pfizer, SAP America and 150+ others) either re-hire our firm or refer us? We specialize exclusively in the Direct-Hire and Contract Placement of Human Resources Professionals including EVP of HR, VP of HR, Human Resources Manager, Compensation Manager, HR Generalist, Benefits Manager & Training Managers. The Rosen Group is one of very few firms in the NJ, NY, PA, and DE area that focuses on one, single area all day, every day – Recruiting and assessing HR talent! Our low-volume (2-3 positions filled per week, 8-12 per month and 100 per year), highly-consultative “super-niche” approach means that I will send you the right candidates – the first time (and typically within 1 week). For example 98% of our HR contractors complete their assignments, 50% are extended and 30% to 40% receive permanent offers! We’re giving Fortune 500 companies, SMBs and nonprofit organizations access to the best and brightest HR candidates. We have a database of thousands of HR executives with a wide range of experience, expertise and talent at all levels all the way up to the VP HR level. Plus we use social media and employment branding strategies to get your opportunities in front of top candidates. We're committed to the professional growth and development of the HR executives that we place for clients. That’s why I founded the HR Executive Alliance and the Talent Acquisition Leadership Alliance and have created the HR Department of the Year Awards. Maybe this is why the Rosen Group is one of the Inc 500 Fastest Growing Companies (Number 147!) – and why 90% of our clients refers us or rehire us.