Talent is not in short supply; nor is the need for it, but businesses have to change how they understand and value it. This means reflecting deeply on what kind of employer you are and want to be, then crafting a theory of change to get there and consistently measuring your progress. Challenge your leaders to reflect on the following:
To tap into new talent pools, employers have to broaden their acceptance of skills acquired outside traditional means. Candidates from non-traditional backgrounds often bring not only transferable skills but also lived experience that yields a wealth of competencies. To tap into this pool, ask your leaders to address the following questions:
Changing the minds, hearts, norms, and behaviors of hiring managers is the crux of unlocking the hidden value in non-traditional talent. It’s a slow process that takes time, investment, dedication, and leadership, but small steps and stealth changes that get embedded into norms and behaviors will help drive innovation and competitiveness, and move us toward a more inclusive, productive, and fulfilled workforce.
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