You wouldn’t think that experience could be a problem. But when you’ve known what you…
By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
Everyone wants to hire the two to four-year staffer. Why not? Enough experience to be productive and still low-cost enough to be profitable. Waiting and hoping to hire one might not be your best move, however.
BV/Lit Support is a unique profession, but there’s nothing unique about the demand for the two to four-year cohort. Every business segment wants to hire employees who can be productive without close attention and supervision. Within BV/LS, that demand has swollen to the point that smart practice leaders are focusing on hiring for potential rather than experience.
To catch more fish, you cast a wider net. To interview more candidates, you look for potential. Creatively-crafted ads can attract candidates with financial/analytical experience you can develop. Yes, that development will require more input from you. You may not think you have the time.
The investment you make, however, pays off in retention. Today’s staffers want a continuous opportunity for growth and learning. When they get it, they stay. Being a leader means coaching and leading. Your desire to take a hands-off approach—which could be driving your focus on an experienced hire—is not a good thing.
Hiring for potential lets you hire quicker, at an even lower cost to payroll. Better retention becomes the payoff for your investment in employee development.