There has long been a struggle in
the recruitment process and it is one
that many a candidate has suffered from – the lack of experience, and yet they
have all the skills needed. Catching that lucky break in some industries and
sectors is incredibly tough.
But, as well as providing an
almost insurmountable dilemma for the candidate, it also presents a tough
decision for the hiring company too.
And yet, in recent years, there has been
increasing emphasis and trends on the experience side of the candidate, borne
out of the need for cultural fit. The congruence between the candidate’s values
and those of the company is increasingly sought after and thus, you would think
at this point that every company is looking for experience, over
qualifications.
However, the solution is not as
easy as this. Striking the right balance between qualifications and skills
sets, coupled with experience is more important than ever.
No longer the elephant in the
room – the importance of personality
The interviewing process at one
time could be described as a rather staid affair. In the pursuit of getting the
best person for the job in terms of skill set, the notion of personality
and cultural fit was not mentioned.
With the need to be open and transparent,
with discrimination frowned upon, and rightly so, appointing anyone on the
merit of their personality became lost.
The tide is turning again and
whilst it should not be the sole basis on which to base any decision, there is
a need to understand the importance that personality plays in people applying
for vacancies.
Work is not just about food and
lodgings. If it was about the money, who would care where they worked, or what
they did? But we do, because work is multi-dimensional; it defines who we are,
underpins our self-confidence and self-esteem. When work is going great, we are
in love with life. It provides the stability and the routine that we need and
crave.
When work is all going wrong, it
has a massive impact on us, and our emotional well-being. From work place
harassment to ‘just not getting on’ with colleagues, when work turns bad, it
colours every aspect of our lives. Work is hard to get away from, more so when
things are not progressing well.
Thus, ignoring personality is at
your peril when it comes to taking on new employees. Remain singular in your
vision that it is only hard cold facts that matter, could see you make the
mistake of employing people not suited to your industry, business or team. From
applications to dealing with work place angst could be a process that happens
within weeks, or months.
And so, with personality firmly
on the list of ‘must-haves’, now is the time to look at skills and experience.
What does each say about the candidate?
Skills
& qualifications
Qualifications are one thing, an
important factor in the recruitment process. A basic smattering of high school
qualifications, all to a good standard are a good foundation on which to build.
Skills are something that come
with practice and many acquire them with many years’ experience. Others acquire
a certain skill set in the pursuit of qualifications. Some people gain all
kinds of skills from a variety of places, such as hobbies, volunteering and so
on.
For highly technical jobs, some
employers prize skills over and above anything else.
Experience
The esteem in which experience of
candidates are held will vary from industry to industry and once again, the
sway it holds in the shortlisting and interview process will also vary. For
some, the accumulation of experience speaks volumes over and above
qualifications.
For some industries such as the
hospitality sector, experience can count for almost everything. Understanding
the needs of guests is not something that can be wholly taught in the classroom
but, in the real life setting of a busy hotel, understanding the importance of guests
and the functioning of the hotel is everything.
Which is better? Qualifications
or Experience?
The answer is balance. The
balance between the two and the balance that your industry or sector demands is
essential. In some cases, more weight may be held with academic qualifications,
whereas for other sectors, experience may hold sway.
And so the answer is that it will
vary from one sector to another. Candidates looking for their lucky break will
need to do their research and, alongside formal qualifications, actively seek
opportunities to practice their skills, and hone their experience.
Employers will need to decide not what they
value more, but what can they teach candidates, what is learnt knowledge and
what can be put down to experience