Stop Hiring The Same Person Over and Over Again

When we are looking to add or replace talent within our organizations, our first instinct is to seek out and hire those individuals that have the exact match in skill set, experience, background, previous roles, and industries that we are currently hiring for.

There are computer algorithms that sort through, search, and rank people based on the relevant words or comments listed on their resumes which most closely match what we think we are looking for.

Many times, a human being does not look at a list of candidates until they have been pre-screened numerous times and paired against a must-have list that a company has prepared, thinking that this will make the process easier, faster, and more valuable.

It is a cookie-cutter, rinse and repeat method to human resource talent recruitment.

But does it achieve this desired outcome? Often times, what happens is that you get the same person by a different name to fill the role. Same background, same skills, same experiences, same types of companies… it’s all the same.

By recruiting individuals in this way, you not only maintain the status quo within your organization, but you also start to look just like your competitors, because they are using the same techniques to attract their talent.

You wonder why you are not able to move change forward, foster innovation, create new and innovative ways of doing business, develop a wider client base, or expand your market share.

When you hire the same type of person, over and over again, it is going to be very difficult to breath some fresh air and creativity into your organization. You will struggle to achieve any of the objectives that you have laid out, all because you have the same types of people in the same types of roles, all trying out the same tactics and approaches.

So how do you attract and retain individuals who can not only get the job done, but get it done in new and innovative ways? It starts with your hiring process.

Individuals whom are able to uniquely deliver on the soft-skills or qualities that underpin the ability to succeed in a role, are far more valuable than those that can check boxes on the limited parameters of a job description.

One way to avoid the rinse and repeat method to hiring people is to stop using the computer programs and start looking at the people that are underneath each profile. Start looking in places that you may have never looked before — opposite industries, different educational backgrounds, different experiences, unique skill sets.

Yes, this will take more time, but if you want great people, then you need to go out and make an effort to find them.

Of course this is not to say that if you need to hire a doctor or a plumber that you start looking at candidates that specialize in event planning or are professional athletes. But it does mean that there are many professions where experiences in seemingly unrelated industries can bring you some amazing candidates with outstanding results.

The wonderful side-effect of expanding your search parameters is that you now bring in individuals who have a fresh perspective on your industry.

They are not restricted by past experiences, industry norms, should-do’s, have to do’s or this is how it’s done mentalities that tend to develop when you spend too long in a particular industry.

If you always hire the same people you will get the same results. So if you want to breath some fresh air into your organization, start looking beyond the same players and hire someone new.