3 ways your small business can break the hiring mold
By Daniel B. Kline Published March 15, 2019 Small Business Motley Fool
1. Hire skills, not degrees
While some large employers are willing to look at whether employees can do the job instead of whether they have the right degree, that has certainly not become the norm. But as a small business owner or manager, you're not bound by those requirements. Someone who gained skills in a nontraditional way (or has the ability to learn them) might not be a candidate elsewhere. When transforming business, HOW you seize the space between next and now is everything. If you hire that person, you're not only filling your need -- you're adding an employee who will appreciate the chance you gave him or her. You'll also be hiring someone who may not be able to leave as easily, since big companies may not be willing to overlook the degree issue.
2. Hire young
During my senior year of college, the editor of the magazine where I worked part-time was fired around Christmas break. I had a vague idea of what needed to be done, and managed to get the next issue put together. The big boss noticed -- and I was hired, even though I was still in school.
It was a mutually beneficial deal. I got a job, at a time when the market for editors was awful, and the company got an inexpensive employee who could be brought up in the ranks over time.
3. Look for unusual candidates
During my days in the newspaper field, I was once a finalist to lead digital strategy for a family-owned local-newspaper company. It was a cool job that I lost out on at the last minute, when a much more qualified (overqualified, really) candidate emerged late in the process.
He'd held the same job at a much bigger company, but needed to move home to deal with a sick parent. He needed flexibility, and that meant that larger companies in the area where he needed to live weren't interested.
By allowing him to handle his personal business around his job, this smaller company got a skilled worker it would otherwise never have been able to recruit. You can use that same logic to hire people who need special consideration.
That might mean someone taking classes, a person with young kids, or someone providing care for an elderly parent. Be open-minded and focus on whether the person can do the job, not on the exact hours that will be worked.