Why Smart Employers are Hiring on Potential, Not Experience

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While it’s most employers’ go-to measuring stick, past performance is not a guarantee for future success. Combined with today’s low unemployment rate, many hiring managers are realizing that focusing on experience and even education often leaves them with slim and costly pickings. To address this, many have explored evaluating for potential as a hiring tactic. Here are five reasons why hiring for potential and not experience is an increasingly smart strategy:

Everyone has strengths and weaknesses, but being able to adapt one’s abilities and work priorities to the needs of the position is the key success factor. Identifying these attributes will identify the candidates’ raw potential.

Education doesn’t always mean success

In fact, on the predictors of performance, education came in at 0.09 on a scale of 0 to 1–which is well below an acceptable correlation. Only recruiting from the top universities, compared to a wider selection including lower ranked institutions, will eliminate many high potential applicants.

Cultural fit means they will thrive and be engaged

Hiring a candidate who meshes well with the manager and the team, or is enthusiastic about your brand would likely be more motivated. Additionally, giving a less experienced candidate a chance to prove themselves will not only allow you to measure the likelihood for thriving early in the game, it will also drive employee loyalty.

Hiring for potential often means more options and less cost

There is a greater supply of potential versus experience, whether it’s fresh graduates or seasoned professionals looking to shift gears mid-career. This relatively plentiful supply reduces costs and allows you to bring in more of the talent you need to support accelerated growth.

In the past, hiring has gravitated toward arbitrary and subjective measures, making it difficult to reveal a candidate’s true potential. Today, modern hiring tools and hiring experts are helping companies harness untapped talent effectively and cost efficiently, while allowing diamonds in the rough a chance to shine.

Three Strategic Salary Negotiation Tips for Successful Hiring

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With unemployment down and candidate scarcity increasingly becoming a real challenge, employers have identified hiring as a top workforce priority they need to solve for growth. One key aspect of hiring is salary negotiation. While successful salary negotiation has the immediate benefit of helping you secure the applicant you wish to hire long-term, it can also impact employee engagement and even retention. Here’s how you can get your money’s worth while making a worthwhile offer to prospective hires:

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Four Tips for Making Employee Vacations Work for You and Your Team

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With employee retention and engagement being very real challenges to many employers, the last thing a smart manager wants to do is to deny vacation requests. In addition to employees being entitled to the time off, research also shows that vacations or ‘down time’ are vital to keeping employees satisfied with their jobs, engaged; and not getting burnt out. Here are some tips for how to coolly manage your team’s vacation schedule even as the temperatures continue to rise:

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In Honor of Our Heroes: 3 Great Reasons Why Military Spouses Are Workplace Superstars

 

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As we remember our fallen heroes this Memorial Day, we would also like to shine the light on their spouses and comrades whose hearts were and are with them on the battlefield. Our military personnel and their families make great sacrifices for our country and AppleOne is committed to doing everything we can to support them. Our partnership with the Military Spouses Employment Program (MSEP) ensures that military spouses can find high-quality jobs that allow them to reach their full career potential.

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Ways to Make Your Team Feel Lucky You’re Their Boss

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With St. Patrick’s Day just around the corner, the concept of luck has been coming up a lot. When it comes to employees feeling lucky, it’s primarily their managers who can impact how they feel about their job. A great manager motivates, and one that is the opposite inspires sayings like, “Employees don’t quit job, they quit their boss.” With 43% of employees thinking of quitting within the next 30 days and turnover costing companies $11 billion annually, we urge you to do the following so your superstars thank their lucky stars to be working with and for you:

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Quits Are on the Rise: 4 Steps You Can Take to Make Them Stay

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According to the Labor Department, the number of people quitting their jobs in search for better opportunities reached “3.1 percent to 3.26 million, the most since January 2001.” While this 17-year high is a positive sign for the economy, for employers it’s cause for concern – and action. Here are four steps you can take to keep blue-ribbon employees from leaving for greener pastures:

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Three Ways to Make Employees Feel Loved and Appreciated

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As a manager, one of your most important responsibilities is making your employees feel truly valued. With unemployment at record lows and today’s employees placing equal importance in pay and meaningful work roles and contributions, the formerly fast fix of financial incentives isn’t as powerful as it was. So what can you do so your top people stay, and stay happy with their jobs?

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Three Tips to Faster, Better Hires

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For the most part, low unemployment rates are a good thing… unless you are an employer looking to hire. If you are among those trying to find, attract, and hire fresh talent for your company, then you have probably noticed that great candidates are hard to come by – and your window to hire is significantly smaller. So how do you get top performers to send their resumes your way, stat? Here are four strategies you can try on for size:

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