Thanks to the increasing shortage of knowledge workers, our staffing agency recently helped an organization–let’s call it XYZ–find a great candidate whose entire career had been spent in a different industry. During the recruiting and hiring process, XYZ’s hiring team felt uncertain that someone with transferable skills could actually do the job, and if so, what was a fair wage to pay considering the risks. Understandably, they found it difficult to compare apples to oranges.
Well, Lou Adler, long-time dispenser of hiring wisdom, understands employers’ pain. Based on the premise of using a performance-based job description rather than a list of skills and talents, Adler has developed what he calls the 6S translational process for gathering the information you need from your candidates in order to compare their accomplishments with your performance objectives. His commonsense process uses 6 categories, all beginning with the letter S (I’m impressed by his alliterative genius!):
If the skills gap has you in a dilemma and you’re now one of the many companies considering hiring someone with transferable skills, Adler’s 6S process is a helpful tool. When you hire based on performance objectives rather than just skills and experience, you may be pleasantly surprised at how many transferable candidates are actually qualified for your open position!
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