One of the most significant challenges of hiring managers today in multifamily is an overabundance of candidates who lack the proper qualifications for their organizations – otherwise known as the “skills gap.” According to a recent CareerBuilder survey, the skills gap is costing companies nearly $1 million annually. With this becoming an increasingly prevalent issue in our industry, it’s never been more critical for organizations to reassess their screening and recruiting processes.
Here are some tips for looking beyond a candidate’s resume in determining their true skill set and employee potential:
Focus on transferable skills.
Transferrable skills are skills that are relevant to all areas of life, such as communication, leadership, motivation and time management, among others. As you interview a candidate, it’s important to take all employment experience into account even if it doesn’t seem completely relevant on the surface. Also if a candidate comes from an entirely different industry, there’s a good chance they have at least a few transferrable skills that would apply to the job at hand. For example, if a candidate has extensive experience as a manager at a retail store, it’s fair to assume they have strong customer service abilities – a critical skill for many jobs in multifamily. Another good example is a Maintenance Technician in a hotel; they will have skills in dealing with hotel guests, work orders, and communication with management. You’ll be surprised at how many skills apply to many different positions.
Take note of additive skills.
According to The Daily Muse, “an additive skill is something unique that you bring to the table—in addition to everything that’s expected.” If a candidate seems underqualified, you must consider additive skills and look at the big picture. Essentially, these are skills that would enhance the candidate’s ability to perform their job, such as being fluent in a second language or having an impressive network of contacts. Additive skills can make a candidate more appealing, as they tend to indicate a high degree of drive and ambition.
Remember the importance of “culture fit.”
Unlike hard skills, soft skills cannot be taught. That’s why you should seek candidates with personalities and work ethics that align with your company’s culture. Even if a candidate lacks many of a job’s core requirements, a high degree of professionalism and a willingness to learn can easily supersede other less-important factors. By prioritizing the right type of qualifications, you’ll hire employees who genuinely care about your organization’s mission and acquire the skills they need to succeed over time.
The bottom line? Never underestimate a candidate’s potential to thrive within your organization by basic credentials alone. Taking a holistic approach to the tips above will help you improve the quality of your applicant pool and your hiring outcomes.
Do you find your organization lacking skilled and qualified talent?
Enhance the quality of your applicant pool by partnering with The Liberty Group, with locations in major cities throughout the United States!