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Every year, 4 million people graduate from college. Take advantage of it by building <YOUR COMPANY NAME HERE> University.
👉Hire junior. Train. Grow your employees.
OR
👉Hire experienced. But emphasize things like EQ, resourcefulness, and grit. Instead of skill based box checking.
Still train. Still grow your employees.
What do these two talent strategies have in common?
An understanding that minimum requirements should be different than a year ago. It’s the reality of talent supply & demand now.
Why doesn’t everyone do it?
Perfection-obsession causes inertia. It’s going to be time consuming and expensive to build right? Going after the check-every-box candidates then outbidding your competitors is so, so much easier...
(That was sarcasm, in case your detector is broken.)
👉In reality, meaningful training doesn’t have to be hard. Shadowing. FAQs. Make the newbie run a training so they learn it first.
Lots of quick and easy methods make a bigger impact than big boring training sessions.
I don’t think anyone learns anything over PowerPoint anyway.
(That may or may not be sarcasm. Most slideshows suck.)
Like anything else, get started and build it over time.
Those candidates you passed on 6 months ago? They’d be up to speed by now. And you wouldn't be in this mess.
👉And remember: no one wants to sign up to do the job they’re already doing. Everyone wants to do something new.
That's probably why they're looking in the first place.
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.
Training doesn't have to be hard af