When the recession hit the U.S. economy in 2007, many skilled and competent workers found themselves out of a job. It wasn’t something anyone had imagined, but it happened. At that time, people who never had trouble finding a job before found themselves struggling, accepting lower paying jobs, or collecting unemployment. But what happened when the job market picked back up? Did employers jump at the chance to hire people who had been out of work or did they consider that a negative on their record? Now that the economy has improved, how do you approach a candidate who has been out of work for a while? Should you make that hiring decision?
Are they really hidden gems?
It is possible that there is something about these candidates that other employers are simply missing? Yes, it certainly is. Dig deeper into their background rather than making a snap judgement based on their most recent employment history. You may find a perfect diamond in the rough, or simply someone who needs a little more polishing to shake off the dust and make them shine.
Do they want a big career change?
A big career change doesn’t have to be a promotion or climbing up the corporate ladder. There are many people willing to take a step back. This could be because of a work/life balance shift or a change of scenery. Ask them about their motivations. It is possible that other organizations have written them off as being overqualified without learning more.
Are their skills too rusty?
If they’ve been out of work for a while, it is perfectly fine to consider the quality of their skills. Are they rusty or behind the times? Have they spend any time at all learning new concepts or processes? Or are they stuck at the place they were when they left their last job?
Will they be more flexible?
When someone has been on the market for a while, they may be willing to be more flexible than their professional counterparts. Talk to them about this. Find out if they are open to alternative solutions and willing to take on jobs that they may have otherwise not considered.
Will they be dissatisfied with the new job?
Of course, there is also the possibility that they will not be flexible, skilled, or interested in working with your company. If you assess this you may find that they are not a good fit with your organization and it is time to move on to look at other candidates.
Are you looking to hire the best candidates for your open positions? ProSource Staffing can help you find the perfect hidden gem today!