Here’s Why You Shouldn’t Hire Based on Traditional Roles

When a company has a position to fill, typically the process looks something along the lines of this:

• Research the company needs
• Determine pay
• Post the job
• Conduct interviews
• Hire a candidate

Then, when that person moves onward or upward to better things, it’s time to rinse and repeat.

What if there was a better way? What if, instead of recruiting and hiring based on traditional roles, companies hired based on a candidate’s problem-solving skills and potential? If that sounds like a crazy idea to you, you’re not alone. Don’t tune out quite yet, though. Keep reading with an open mind to see if this non-traditional way of hiring could unlock the secret to finding your next greatest asset.

The problem with hiring based on traditional roles

For years, when a company had a spot open up, they posted an ad looking for the same role and title and, more than likely, the same type of person vacated the position. Considering the fact that 95% of hiring is done to fill a pre-existing position, it’s no wonder that the same roles are posted on job boards again and again.

Here’s the problem - when we only post traditional roles such as secretary, customer service representative, web developer - we’re putting candidates and ourselves in a box that may no longer serve a company's needs. By assigning job applicants a traditional role, we’re placing an expiration date on their employment. Once they feel as though they’ve outgrown the title or that they’re ready to try a new hat on for size, they’ll leave the position, and potentially, the company.

Look at these roles for example:

• Secretary: Typically an entry-level position that entails answering calls, making appointments and greeting guests, a secretary often becomes a key employee and a consistent point of contact for customers. However, most people in this role have skills beyond the front desk and will outgrow the role within three to five years.
• Web Developer: This role includes creating and maintaining websites. While it does usually require a degree, it’s not a role that has a long tenure in most companies with most developers only staying in one position for under three years. This employee is usually someone that’s a problem solver with great attention to detail, so losing them to a new company or role is a great loss for the company.
• Customer Service Representative: This employee is in charge of keeping your customers satisfied, which is one of the most important parts of running a successful business. They're the customers main point of contact for complaints, orders and anything else that comes up. Customer service representatives have a lot of soft skills and develop rapport with customers, so they often outgrow the role and seek other opportunities.

If you’re wondering why any of this is a problem for you, consider the cost of hiring new employees. In the United States, companies spend an average of $4,129 per job to fill a position. Multiply that amount with the number of positions you fill in a year and it can take up a sizable amount of your annual budget. Fortunately, there’s a better way.

Start asking candidates one important question

Next time your company has a position to fill, reconsider how you interview candidates; specifically, the kinds of questions you ask them. Instead of inquiring about their past experience, asking what their strengths and weaknesses are or trying to trip them up with "trick" personality questions – ask them questions that help you decide if they're a good fit.

For example, ask them how they would solve the company’s problem by giving them a specific challenge it's facing or has faced in the past. By doing this, you will not only gauge their ability to think quickly on their feet, but you’ll also be able to see if they can create a new solution to your problem and contribute to the company in a positive way.

Imagine the fresh perspective your company gains by simply asking this one question. You may leave the interview with not only a new and valuable employee, but a creative approach to an issue that is plaguing your company. Plus, the candidate will feel as though they’re being evaluated based on their acumen, and not just their pedigree.

Look beyond the résumé

This approach to an interview takes the focus off of a traditional role and the standard traits you may typically look for to fill it. Instead, it focuses on a candidate’s ability to assess a situation and suggest possible solutions. By filling a role based on the candidate’s capabilities and not just their work experience and education, you’re able to give the position and the employee room to grow, rather than just checking boxes off on a list of requirements.

Keep in mind that a candidate’s ability to solve problems is actually more important than their previous experience. Would you rather have someone that sat at a desk at a Fortune 500 company twiddling their thumbs for 15 years, or a recent college grad that’s coming into the workforce with recent training, a fresh perspective and thew ability to tackle issues head-on?

Hire for the fit, stay for the future

If your company has a long-term growth plan and is hoping to hire a new team member, stop hiring based on traditional roles and qualifications. Stop investing in employees that will outgrow their roles and find new opportunities in a few years and focus on a mutually beneficial relationship between your company and your talent.

By making those same kinds of hiring decisions, you’ll be back in this position over and over again when the employee leaves for a new position that stretches and challenges them more, whether it’s in-house or not.

Instead, ask your next candidate how they would solve one of the company’s known problems. Then, sit back and wait for someone to answer that question in a way that excites you and gives you a glimpse into what their future could look like in your company. A good fit for today makes for a great future tomorrow.