When you’re hiring, are your shortlists full of skills and qualifications but lacking experience in dealing with change? This is a common issue, especially considering that average job tenures have dropped by nearly 11% in the last decade. Instead of gaining valuable experience during challenging times, modern workers are more likely to see such challenges as a reason to quit.

So, if you’re fishing from a depleted pool, how can you seek out those who lean into adversity? Here’s a hint: this can’t be achieved through descriptive adverts and informative job descriptions alone.

Be Transparent About Change

The key is to be honest with your talent partners about the change that your business is experiencing. More importantly, communicate the qualities that candidates will need to manage this change effectively. Transparency is crucial in ensuring that your recruitment process aligns with your organisational needs.

1. Communicate Challenges and Qualities Needed

Share the specifics of the challenges your company is facing with your talent partners. Explain the types of changes the business is undergoing and the qualities you’re looking for in candidates to manage these changes. For example:

• Adaptability: The ability to adjust to new conditions and challenges quickly.
• Resilience: The capacity to recover from setbacks and maintain performance.
• Problem-solving: Innovative thinking to overcome obstacles and find solutions.
• Collaboration: Working effectively with others to navigate change collectively.

2. Craft Honest Job Descriptions

Ensure that your job descriptions accurately reflect the realities of the role. Highlight not just the skills and qualifications required, but also the dynamic nature of the work environment. By doing so, you set clear expectations for potential candidates and attract those who are genuinely prepared for the challenges ahead.

3. Empower Your Talent Partners

Once you’ve clearly communicated your needs, empower your talent partners to convey this information effectively to candidates. They should be able to paint a realistic picture of your business environment and the types of changes the organisation is undergoing. This helps candidates understand the full scope of the opportunity and self-assess their fit.

4. Screen for Change Management Experience

During the recruitment process, place a strong emphasis on evaluating candidates’ experiences with managing change. Use behavioural interview questions to uncover how they’ve dealt with similar situations in the past. For example:

“Can you describe a time when you had to adapt to significant changes at work? How did you handle it?”

“Tell me about a situation where you faced a major setback. How did you recover and what did you learn from the experience?”

5. Assess Soft Skills and Mindset

Look beyond technical skills and qualifications. Assess candidates’ soft skills and mindset to determine their potential to thrive in a changing environment. This includes their communication skills, emotional intelligence, and willingness to embrace new challenges.

Conclusion

In today’s fast-paced and ever-changing business landscape, finding candidates who can thrive in adversity is crucial. By being transparent about the changes your business is experiencing and clearly communicating the qualities needed to manage these changes, you can attract the right talent.

Empower your talent partners with this information so they can effectively communicate the full picture to candidates. This way, you’ll be able to assess whether potential hires have the capabilities to excel in your unique environment.

For expert guidance on refining your recruitment process and attracting adaptable talent, connect with Signature Career Management. We can help you build a resilient team that excels in the face of change. Contact us today! Signature Career Management

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