These days, it can be easy to get caught up in the mechanics of recruiting – ticking boxes, following procedures, and focusing solely on qualifications. However, we often overlook the profound impact that offering someone a job can have on their lives and those around them.
Jennifer Loper knows the importance of building relationships and asking questions in the recruitment process rather than solely relying on qualifications. A single job opportunity changed her family’s future and thus, she now challenges leaders to think differently about hiring. Leaders can approach recruitment with a fresh perspective exploring unconventional career paths and focusing on problem-solving, and relationship-building abilities in candidates.
The Ripple Effect of a Single Job Opportunity
A Life-Changing Moment
Consider this powerful story from the late 1970s: Jennifer’s mother in her late thirties, with a husband facing health issues and four children to support, desperately needed full-time employment. Her neighbor, a human resources professional at a pharmaceutical company, offered her a chance – a simple typing test. That one opportunity led to an 18-year career, fundamentally altering the trajectory of her family’s future.
Her story illustrates the far-reaching consequences of a single job offer. It’s not just about filling a position; but about potentially changing lives for generations. As Jennifer puts it, “My mission is to give the individuals that I’m in contact with in my organization every day, the opportunity to be the best version of themselves outside of the mission, within the walls of my organization.” As leaders, we have the power to create these transformative moments every time we consider a candidate for a role.
The Workplace as a Mission Field
The workplace can be a great mission field. It’s where relationships are built, confidence is developed, and lives are changed. When we approach recruitment with this mindset, we begin to see each hiring decision as an opportunity to make a significant impact – not just on our organization, but on individuals, families, and communities.
Challenging Traditional Recruitment Practices
Looking Beyond the Resume
One of the most common pitfalls in recruitment is an over-reliance on resumes and traditional qualifications. While these certainly have their place, they often fail to capture the full potential of an individual. Instead of focusing solely on degrees and GPAs, consider looking for evidence of problem-solving skills, resilience, and the ability to overcome challenges.
For instance, gaps in employment or non-traditional career paths might reveal interesting stories of personal growth and adaptability. By having open conversations with candidates about their experiences, you may uncover valuable skills and perspectives that a standard resume would never show.
The Power of Second Chances
Another area where traditional recruitment often falls short is in considering candidates with unconventional backgrounds or past mistakes. Many talented individuals are overlooked due to criminal histories or other past issues. However, these experiences can often be catalysts for profound personal growth and transformation.
By being open to these conversations and looking at the whole person – not just their past – you may find some of your most dedicated and passionate employees. Remember, everyone deserves a second chance, and often those who have faced significant challenges bring unique perspectives and a deep appreciation for the opportunity you provide.
Building a Culture of Opportunity
Empowering Your Entire Team to Recruit
Creating a culture of opportunity doesn’t have to be limited to HR or hiring managers. Encourage everyone in your organization to be on the lookout for potential talent. Fostering a mindset of connection and opportunity among all employees helps to expand your network and increase the chances of finding those hidden gems who might not come through traditional recruitment channels.
This open-minded approach is reflected in Jennifer’s philosophy: “Let’s talk about it. So right then and there, I think just that opportunity to explore what could be is the starting point.” By being willing to have these exploratory conversations, you open the door to innovative arrangements that can benefit both the individual and the organization.
Co-Creating Roles and Opportunities
One powerful approach to recruitment is the concept of co-creation. Instead of rigidly defining roles and expecting candidates to fit into predetermined boxes, consider having open conversations about how a position could be shaped to leverage an individual’s unique strengths and passions.
For example, one organization allowed a creative director to split his time between their company and teaching at an art institute. This unconventional arrangement not only retained a valuable employee but also opened up new avenues for internships and talent recruitment from the art school.
The Art of Meaningful Conversations
Listening and Asking the Right Questions
The key to identifying great talent and creating meaningful opportunities lies in the art of conversation. Jennifer emphasizes this point, saying, “It starts with listening and it starts with asking questions. I find, and as I’ve matured and I’ve evolved as a leader and evolved as a person, I’m more interested in asking questions than telling people facts or things.” Rather than dominating the interview with prepared questions and company pitches, focus on truly listening to candidates. Ask open-ended questions that allow them to share their stories, passions, and aspirations.
Some powerful questions to consider:
- “What type of work makes you lose track of time?”
- “Tell me about a challenge you’ve overcome and what you learned from it.”
- “If you could design your ideal role, what would it look like?”
By listening attentively and asking thoughtful questions, you’ll gain a much deeper understanding of each candidate and how they might contribute to your organization in ways you may not have initially considered.
Building Trust and Openness
Fostering an environment of trust and openness is crucial, both during the recruitment process and within your organization as a whole. Encourage candidates and employees to share their ideas, interests, and career aspirations openly. This not only helps in finding the right fit for roles but also promotes continuous growth and development within your team.
The Long-Term Impact of Thoughtful Recruitment
Cultivating a Diverse and Innovative Workforce
By approaching recruitment with an open mind and a focus on individual potential, you’re more likely to build a diverse, dynamic workforce. This diversity of experiences and perspectives can lead to increased innovation, problem-solving capabilities, and overall organizational success.
Creating a Positive Ripple Effect
Remember that each hiring decision has the potential to change not just one life, but many. When you provide someone with a meaningful opportunity, you’re not only impacting their future but potentially transforming their family’s trajectory and contributing to the broader community.
“I think looking at people more broadly and having a conversation with them versus just having the resume speak for itself,” Jennifer says. This approach not only helps in finding the right fit for roles but also promotes continuous growth and development within your team.
A Call to Action for Leaders
As leaders, we have the privilege and responsibility to see beyond the immediate needs of filling a position. We have the power to change lives through the opportunities we provide. By approaching recruitment with empathy, openness, and a willingness to look beyond traditional qualifications, we can create a lasting positive impact that extends far beyond our organizations.
The next time you’re involved in the hiring process, challenge yourself to:
- Look for potential beyond the resume
- Have meaningful conversations that uncover a candidate’s true passions and strengths
- Consider how you might co-create roles that leverage unique talents
- Remember the life-changing potential of each opportunity you offer
By doing so, you’ll not only build a stronger, more dynamic team but also contribute to a broader culture of opportunity and positive change. After all, filling a job is not just a box to be checked – it’s a life-changing event with the power to transform futures.
Listen to the episode: Gut + Science | Episode 207: Let’s Challenge How You Recruit New Talent with Jennifer Loper
Key Takeaways:
- The first step in the recruitment process is to listen and ask questions to the candidate or individual being interviewed
- Providing opportunities creates a win-win situation where it’s beneficial for both the individual and the organization
- People deserve a second chance, even if they have a criminal history
Things to listen for:
[00:02:27] Job offer changes family’s generation forever
[00:06:11] Opportunity is important for personal and business success
[00:12:59] Relationship-based hiring at a creative company
[00:20:41] Business impact has a ripple effect
