We live in a time when the traditional CV is losing its shine, and organizations are increasingly focusing on a different approach to recruitment: based on competencies and talents rather than degrees and experience.
We’ve mentioned before that diversity and inclusion are incredibly important. Let’s dive a little deeper. Diversity and inclusion aren’t just important—they should be the standard in every recruitment process.
Imagine a world where we are no longer bound to the “ideal candidate” on paper. A world where talent is not judged by a degree, the number of years of experience on a CV, or the name of a college or university. So what do we judge on? On unique competencies, perspectives, and the background someone brings with them.
The idea of the “ideal candidate” is an illusion. There, we said it. This illusion hinders diversity and inclusion within organizations. Companies that cling to this notion unconsciously exclude people—people who could have become colleagues. Individuals who may not fit the traditional mold, but possess the potential and skills to make a valuable contribution to your organization.
What is diversity?
Diversity goes beyond simply having different skin colors or genders in your workforce. It’s about embracing backgrounds, experiences, cultures, perspectives, sexual orientations, and ways of thinking. By hiring a diverse group of people, you foster creativity, innovation, and problem-solving abilities.
Next stop: inclusion
Inclusion is the next crucial step. Simply bringing in people from diverse backgrounds isn’t enough. The key is to create support for diversity—ensuring that everyone feels fully accepted and valued within your organization. An inclusive culture fosters a positive work environment, creating a sense of belonging, respect, and equality.
Away with the “ideal candidate”
Let’s start by acknowledging that, in theory, it all sounds simple. However, bringing about change in your recruitment process—and within your organization—is no small task. It requires change management: a conscious effort from all levels of the organization, from top management to colleagues on the work floor.
But where do you start? Let’s begin by discarding traditional ideas and notions of the “ideal candidate.” Shift to competency-based recruitment. Instead of focusing on past achievements, competency-based recruitment focuses on—exactly!—competencies and qualities. This combination should align with the missing skills or competencies within your organization or team.
By recruiting based on competencies, we suddenly open up a talent pool. Let’s illustrate this with an example:
Pharmacy X had been searching for new pharmacy assistants for some time. They turned out to be scarce—a niche market, you could say. Traditional recruitment based on CVs yielded hardly any responses. The applications that did come in often turned out to be mismatches, despite the required experience. That’s why the pharmacy decided to take a different approach. What skills are needed as a pharmacy assistant? Being precise and accurate; taking responsibility; having well-developed senses (to measure correct amounts, but also to recognize colors and potential hazards). These competencies are relevant in many professions—for example, a baker or an optician. Suddenly, the pool of potential candidates became much larger! Competency-based recruitment led to the right candidate—someone who did not meet the former strict requirements of the original vacancy and would never have applied without this approach.
In short, the illusion of the “ideal candidate” is a barrier for any employer. Switching to competency-based recruitment provides new insights. Do you want to start recruiting based on competencies? Or are you looking to promote inclusion within your organization? At Recrout, we’re happy to help. Feel free to schedule a no-obligation appointment or try our software completely free!
