Finding the right talent for your organization is a lot like foraging for mushrooms. Do you stick to the safe, reliable, and predictable home-grown varieties, or do you venture into the wild, uncovering unique and potentially game-changing candidates? Let’s explore the pros and cons of each approach, drawing insights from our mushroom metaphor to guide your recruitment strategy.
Spoiler: the hole runs much deeper and, depending on who you talk to, there are many nuances and angles to consider. There are also many caveats, so do take those with a grain of salt and as a source of inspiration.
Home-Grown Mushrooms (talent): The Safe Bet
When we talk about growing and developing our team, most companies have a sort of tunnel vision. If you were born a logistics expert then your career will advance within that space, kind of approach.
This puts a severe limitation on potential and growth. However, it is also an important and reliable way of growing dedicated experts, rather than jacks-of-all-trades. This will, however, require a well-thought-through talent or at least skill mapping infrastructure.
Here are some thoughts for you to consider.
Pros of growing talent and hiring in-house
1. Predictability and reliability:
- Home-grown “mushrooms” are consistent in quality and appearance. Similarly, candidates from traditional hiring pools—those who have followed a conventional career path and come from well-known institutions—offer predictability. Their skills and qualifications are often well-documented and verified, as you likely have a history of their progress.
- These candidates tend to fit more easily into established company cultures and processes, reducing the risk of onboarding issues. They know about the status quo, stakeholders, and general level of ambition.
- Depending on position they already have a “root network” within the company, making their growth more organic, as the network remains in place.
2. Lower risk:
- With “cultivated mushrooms”, you know what you’re getting, minimizing the risk of unpleasant surprises. Traditional candidates often have a proven track record and come with internal references and credentials that reduce the hiring risk.
- This approach can lead to a smoother hiring process, with fewer surprises and complications during onboarding. It might be as easy as replacing one position description with another.
- Onboarding shouldn’t be a risk zone either, as in many cases they will just need a little extra training and minimal-to-no IT/operational support.
3. Easier integration:
- Just as home-grown mushrooms integrate seamlessly into recipes, traditional candidates often integrate more smoothly into the workplace. Their familiarity with common industry practices and norms can facilitate a quicker adjustment period.
- This can lead to faster productivity and less time spent on training and acclimatization. This is especially important for customer-facing roles, as your team members will show expertise from day 0.
- In the World of IT, having a grasp on all relevant systems is a must and an internal hire is likely to at least be aware of the tools, if not already a strong user.
Cons of growing talent and hiring in-house:
1. Somewhat lacking uniqueness:
- Home-grown talent can lack the unique flavors of their wild counterparts. Similarly, traditional candidates might lack the diverse perspectives and innovative thinking that come from more unconventional backgrounds.
- This can lead to a homogenized team that may struggle to think outside the box or bring fresh ideas to the table. The same species of mushrooms may taste differently from region to region, which also applies to talent.
- The dreaded “we have always done it this way” is strong with in-house talent and will only become stronger over time.
2. Limited Variety:
- Cultivated talents offer less variety compared to wild mushrooms. Relying solely on traditional hiring sources can limit the diversity of your talent pool, both in terms of skills and backgrounds.
- This can reduce the overall creativity and adaptability of your team. This is especially true for promoting/advancing employees who have been with the company for a long time.
- If you have traditionally been hiring from the same schools/regions/environments, the networks these employees have are going to be similar.
3. Potential for Stagnation:
- Always choosing the predictable option can lead to stagnation. Without new and diverse perspectives, your organization might miss out on innovative solutions and opportunities for growth.
- This can make it harder to adapt to changing market conditions and disrupt new industries.
- Also, event despite the internal movement/advancement, employees who stay within the same company for extended periods may start stagnating. This can (and should) be combated through development programs but it’s not an easy task. Promoting someone internally to just have them leave in a year is not a great strategy.
Wild Mushrooms (talent): The Adventurous Choice
Foraging for talent outside your organization is the go-to strategy for many companies to the point where it is the only one. There are some heavy up and downsides, while also, more risks, as almost no matter how carefully you pick, there might be hidden flaws.
Also, typically, hiring outside talent tends to be more expensive, especially, if you are using 3rd party headhunters/hiring agencies. But then again, these outside consultants can provide some unique options, which you wouldn’t find on your own. Like going to the forest to pick mushrooms with a guide who knows all the good spots.
Pros of finding and hiring outside talent:
1. Unique qualities:
- Wild mushrooms often have unique flavors and qualities you can’t find in home-grown varieties. Similarly, candidates from diverse or unconventional backgrounds bring fresh perspectives and unique skills that can set your company apart.
- These individuals often offer innovative solutions and approaches that can drive creativity and problem-solving.
- They may also surprise you with hidden skills and perks, which haven’t even come up during the recruitment process.
2. Diverse Perspectives:
- While looking for wild talent, you may end up discovering nuances, you never knew existed. Hiring from unconventional sources opens up a diverse talent pool, enriching your team with varied experiences and ideas.
- Diversity in thought can lead to more effective decision-making and a more inclusive workplace culture.
- This is especially true if you were always hiring in your “home forest” and have expanded the search to other regions or countries.
3. Hidden potential:
- Some mushrooms are often hidden in plain sight, just waiting to be discovered. The same goes for untapped talent—hidden gems with incredible potential who just need a chance to shine.
- These candidates can bring unexpected brilliance and drive innovation when given the opportunity.
- They also might be cheaper to acquire, think “I need a VP of engineering” but find an engineering manager who is ripe for a move up on the ladder.
4. Innovation and growth:
- Foraging wild mushrooms is an adventure that can lead to exciting discoveries. Embracing non-traditional hiring is an innovative approach that can yield extraordinary results and keep your company ahead of the curve.
- This strategy can foster a culture of continuous learning and adaptability, which is crucial in today’s fast-paced business environment.
- Best candidates will often challenge you and make you re-evaluate your strategies. This is also a growth opportunity for the hiring managers, as they learn about various growth strategies and paths.
Cons of finding and hiring outside talent:
1. Higher risk:
- Just as foraging wild mushrooms can sometimes be risky, hiring unconventional candidates can come with uncertainties. Their skills and qualifications might not be as easily verified, and they may require a longer adjustment period.
- This approach can lead to a higher risk of hiring mismatches or longer onboarding times.
- Furthermore, just like mushrooms, some candidates might look like the real thing but turn out to be fake or straight poisonous. Given our predisposition to the sunk cost fallacy, this can become a real issue.
2. Integration Challenges:
- Wild mushrooms might not always blend as seamlessly into dishes. Similarly, candidates from non-traditional backgrounds might face challenges integrating into established company cultures and processes.
- This can require additional resources for training and support to ensure successful integration.
- We tend to talk about the culture-fit of candidates a lot but it is really difficult to understand, whether there is one. This is further aggravated by the fact that a motivated candidate will likely try to project what you want to hear and, especially during later stages of hiring, the recruiter’s confirmation bias kicks in too.
3. Time and resources:
- Foraging for wild mushrooms takes time and effort, as you typically have to take a long drive to a distant place. Similarly, identifying and nurturing unconventional talent can be resource-intensive, requiring more time for recruitment, training, and development.
- This can strain HR resources and require a more strategic approach to talent management. In today’s day and age, this will also likely require an investment in an ATS.
- Also, somewhat similar to the World of fungi, there is no guarantee that you will find anything on your hunt for talent. Do you settle for what little you have or keep going until you find your perfect candidate?
Finding the Right Balance
But in all fairness, to build a robust and dynamic team, we should consider a balanced approach that combines the best of both worlds. Here are some strategies to help you achieve this:
1. Expand your recruitment channels:
- Use a mix of traditional and non-traditional recruitment channels to attract a diverse range of candidates. Partner with educational institutions, attend industry events and leverage social media and online platforms.
- This broadens your talent pool and increases the chances of finding unique candidates who can bring fresh perspectives to your organization.
- Use the Intranet and message boards in your organization to promote new positions, stressing that those are open both to internal and external candidates. Referral bonus programs are surprisingly effective too.
2. Enhance your evaluation process:
- Implement a comprehensive evaluation process that assesses both traditional qualifications and unique attributes. Use behavioral interviews, skills assessments, and cultural fit evaluations to identify candidates with the right blend of experience and potential.
- This ensures that you’re not only hiring for current needs but also for future growth and innovation. It does take a while to figure out the process and internal communication to make this happen but is well worth it, especially, if you are hiring regularly for diverse positions.
- Also, don’t forget to use best-of-breed HRMS solutions to support this effort. Typically, this would be a blend of ATS (applicant tracking system) and talent development tools.
3. Foster an inclusive culture:
- Create an inclusive workplace culture that values diversity and encourages open communication. Provide training and development programs that support the integration of unconventional talent and promote a culture of continuous learning.
- This helps ensure that all employees, regardless of their background, can thrive and contribute to the organization’s success.
- Use the help of your colleagues to stage test days(weeks) with the best candidates to establish the actual culture fit. Just be honest with both your colleagues and candidates, internal and external, letting them know that it’s the pre-final stage and not a job offer.
4. Leverage technology:
- Use advanced HR technology and data analytics to identify talent trends and optimize your recruitment strategies. AI-powered tools can help you uncover hidden talent, predict future hiring needs, and streamline the onboarding process.
- This enhances efficiency and enables you to make more informed hiring decisions and build a solid talent pipeline to work with.
- Also, technology, such as asynchronous video interviews with AI-supported emotion analysis can help you validate your candidates across a variety of factors.
Conclusion
Whether you prefer the predictability of home-grown mushrooms or the adventurous spirit of foraging for wild ones, the key to successful talent acquisition lies in finding the right balance. By blending traditional and unconventional hiring practices, you can build diverse, innovative, and resilient teams that drive your organization’s growth and success.
Remember, the right mix of talent can turn your company into a thriving ecosystem, where unique flavors and qualities come together to create something truly extraordinary. So, embrace the adventure, explore new possibilities, and watch your organization flourish.
Happy foraging! Reach out to HRMS Guide team for more advice on recruitment and onboarding tools and strategies🌟
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