When looking to hire, it’s natural for our mind to jump to qualifications –assessing whether the resume checks the boxes we have listed on the job description. For many roles, those formal skills are essential — but in many cases, there is more adaptability and transferability that we consider.
For example, I know of:
- A veterinarian who became a health coach
- A pilot who leads an arts organization
- An admissions counselor who is a police officer
- A nurse who also has a concrete landscaping business
- A professional football player who is now a pastor
Instead of pigeonholing people into a career path, broaden your talent pool by hiring for attributes instead. Think of the characteristics that would help a person succeed in the role and interview from there. There are great people who could help your organization in their second act.
(To jumpstart your thinking, see dot #684 or Seth Godin’s blog from 4/23/18.)
