Open Minded Recruitment
Recruitment is fundamental to building successful and diverse teams that drive organisational growth and innovation. In today’s rapidly changing world, where diversity of thought and experience is supposed to be celebrated, the value of keeping an open mind during the recruitment process cannot be overstated. An open-minded approach creates an environment where hidden talents can flourish and brings a fresh perspective to the team.
Aotearoa New Zealand is small.
So small in fact I think that instead of six degrees of separation it’s more like three or four.
When you work in recruitment for a specific sector or industry, that gets further reduced to one or two. It’s almost impossible to meet a potential candidate that doesn’t know someone you do – it often feels like “Riley” worked with “Sam” who is related to your friend, “Alex”.
There are times that this absolutely works in our favour because a potential candidate has already been casually vetted or vouched for by someone you trust and respect. But then there are times where a Riley did something or acted in a way that wasn’t how Sam would have, and from now on Riley has developed a reputation for being not a team player or a hard to deal with.
I’m calling time on conscious bias against people and reckon we all need to keep more of an open mind about people instead of taking Sam and Alex’s opinion as golden – especially when it’s a tight labour market and the role you’re working on needs to be filled.
Recruitment is fundamental to building successful and diverse teams that drive organisational growth and innovation. In today’s rapidly changing world, where diversity of thought and experience is supposed to be celebrated, the value of keeping an open mind during the recruitment process cannot be overstated. An open-minded approach creates an environment where hidden talents can flourish and brings a fresh perspective to the team. If you only hire people who look and behave like you, then you’re going to be left behind in more ways than the obvious.
Breaking the Bias
Humans are naturally inclined to form judgements and make decisions based on preconceived notions and biases – its one of the reasons we’ve managed to survive and evolve into what we are today. When it comes to recruitment, these biases and willingness to believe what you hear about people can lead to missed opportunities. By giving candidates the opportunity to make their own impression on you can mean an even wider pool of talent to dive into.
Diverse Perspectives For The Win
Teams made up of people from diverse backgrounds and experiences bring an invaluable range of perspectives and approaches to problem-solving. By being an open-minded recruiter it allows for the inclusion of candidates who might not fit the traditional mold but offer unique skills and experiences. Truly embracing diversity can lead to increased creativity, innovation, and adaptability within your team and wider organisation.
Unlock Hidden Potential
Our GM has written about giving rangatahi (young people) a chance before and I want to reiterate that candidates who lack direct experience in a specific role or industry shouldn’t be dismissed without fair consideration. By keeping an open mind, we can appreciate that transferrable skills, adaptability, and a genuine willingness to learn often outweighs direct experience. Fresh people come with fresh ideas and energy.
People Can Change
The world is changing at a ridiculously fast pace, and organisations need to adapt quickly to remain relevant and competitive. A workforce that is open to change and embraces continuous learning is invaluable in navigating this landscape. Recruiters who understand that people are shaped by their experiences and have learned from those positive and negative interactions and/or outcomes are proof positive of a growth mindset and a willingness to step out of their comfort zone to thrive.
In a world where innovation and versatility are paramount, being open-minded when it comes to recruitment isn’t a choice, it’s a necessity. By challenging biases (conscious and unconscious) and focusing on potential, we have the power to build teams that are future fit in a literal and metaphorical way.
And you never know, maybe Riley would end up being the grinch of the story if they were only given the chance to change someone’s mind about them.
Ngā mihi nui
(posted for and on behalf of Cameron Zukor | Consultant, AJ Construct)
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