Successful recruitment requires that you challenge your current opinions; be open to sourcing a strength that you may not even realise you need. It’s not about identifying a skill gap it is about focusing on what abilities may enhance your current team. Often it is a factor that you haven’t considered; a personality type of innovation or creativity that is missing. Pre-determined recruitment aims may miss this when it arrives with a new candidate. Focusing on a requirement for Excel skills can result in missing an ability to adapt to new situations. In reality how often is an old skill used in a new company? Old needs to be changed and adapted.
How do you do this? You need to source deeper than a CV, deeper than what a candidate tells you at interview. To really enable your business to source new strengths you need to draw on psychological tools; use a psychometric profile that identifies those personality traits and ties them in with Emotional Intelligence. Only after doing this can you consider particular candidates. Understanding a candidates’ brain capacity before making an assumption based on first impression at face to face interview is critical to forward thinking recruitment.