When Potential Outweighs Experience

Take a long shot on a candidate with little experience …

A candidate with solid experience in the field you’re hiring for may always seem like the best bet. But what happens when you have a candidate that you see so much potential in, despite his lack of experience? How do you know when it’s right to take a long shot on a candidate that has little experience, but has everything else you’re looking for? It’s not always an easy decision to make; it could backfire – but it could also be the best decision you’ve ever made for your company.

A candidate with fresh ideas is sometimes a much better candidate than one who has working in the field for such a long time that he has become set in his ways. The candidate with much more potential than experience is often open to new ideas and able to more quickly adapt to changes in the workplace. Here are a few key traits to look for in candidates with great potential:

Desire to Learn

A candidate with a strong desire to keep pushing herself and learn is often a solid choice. Does she state that she is or would like to further her education? Does he mention training courses or other training desires? Someone with a strong desire to better himself is a strong candidate because he will always keep pushing to be better.

Long-Term Potential

Decipher whether or not she has a strong desire for a career at your company and not just a temporary job. Candidates with long-term potential are problem solvers and multi-taskers; they’re up for a challenge and have great ideas – and the right personality – to do the job correctly over the duration of their career.

Ready for New Things

Does your potential candidate display a desire for fresh, new ideas? Does she have a go-to attitude and is she quick-thinking? If so, she may be the person to take your company to new heights. New ideas and a go-getter attitude are pivotal to many careers and are often traits of natural leaders.


This can be a tough decision and it’s not one to take lightly. A candidate with solid experience may not require as much training; a candidate with superior potential can bring new ideas to the company. This may have to be one of those times you rely on your gut instinct, but never be afraid to take a chance on a candidate whose potential is everything you’ve desired for the position.

The Staffing Firm: What Can It Do for You?

Connecting with a staffing firm to solve your current opening problems may be somewhat of an undertaking if you’ve never done it before. Many companies don’t believe they need to hire a staffing firm, and many others don’t realize the benefits a staffing firm can bring. Not all staffing firms are the same, further leading to the confusion of many companies who are reluctant to work with one.

Some staffing firms, including FORTIS Resource Partners, are dedicated to finding the perfect candidate with speed, accuracy and precision. Using a consultative approach allows the firm to more carefully diagnose what problems your company is facing and which candidate is going to fill the position and have the most generous impact on the company as a whole.

Thoroughly interviewing candidates while building a relationship with both parties allow a staffing firm to have a solid grasp on filling the void. The thoroughness they display while building relationships with candidates allows them to have a better understanding of who will quickly integrate into the company.

Not only is this beneficial to you because you successfully get a new employee, but the dedication to knowing all candidates more thoroughly ensures that you will get someone who is going to make a positive impact on the rest of your team.

Another benefit from working with a staffing firm is that you can build a relationship with your account executive, allowing you to more quickly fill positions in the future. Temp, temp-to-hire and direct-hire placement are all available. When you know a position will be opening up, such as if an employee is going to go on maternity leave in two months, or a busy time of year is coming for your company, you can reach out to your staffing firm representative and be able to have that position filled before it’s too late.

If you’re still not sure that a staffing firm can help, give one a call to figure out how the business runs and what other clients have to say. Chances are you’re not going to be disappointed if you work with a top firm with a strong dedication to nothing short of excellence.

One Position, Multiple Candidates

Choosing the Right Candidate

Having multiple qualified candidates for a single position are the banes of many hiring managers’ existences. It’s a tough decision to make already, but when you have two, three, or even more seemingly qualified candidates for the single open position at your company, you have to get down and dirty to unearth the qualifications of each candidate.

Start by going over all of your interactions with each candidate. Many companies start the interview/hiring process via email, then by phone, then by one or more in-person interviews. It may help to have a 1 to 10 scale system ready for “grading” each of the candidates.


Go over the email correspondences you’ve had with each of the candidates. Thoroughly re-read the emails, looking for professionalism and enthusiasm for the job. Were they prompt in replying to you? Was their correspondence on par with the expectations of the position?

Phone Interviews

Grade each of the candidates’ phone interviews. Although they have obviously passed on this to be considered for the position, re-read the notes you took during the phone interview. Were they articulate? Did they show enthusiasm for the position? Did they understand the culture and values of the company?

In-Person Interviews

Review the interviews in your mind while also looking at the notes you took during each interview. Did anything stick out about any of the candidates, either positive or negative? Was their personality a good fit for the company and the current staff?

Small Tests

If you still can’t make a decision based on the interview process, you may need to give each qualified candidate some sort of small task or test to more thoroughly judge their abilities for the position. In his article “You Have Identified the Candidates. How Do You Pick the Right One? for The New York Times You’re the Boss blog, Bryan Burkhart outlines small tests he gave to qualified candidates for H.Bloom. Floral buyers were given a list of the stems for a single arrangement and asked to state how they would go about creating the arrangement, from the resources she would use to buy them to the prices she would pay for them.

It’s not easy, but someone’s got to do it (and that someone is you). Finding the correct candidate the first time around can be incredibly advantageous to the company.

Human Resources: How to Plan an Exciting, Stimulating and Effective Orientation

New-hire orientation is a big deal. Not only is it the new employee’s first interaction with the other staff, business model and office, it’s her first step in training. A bad orientation doesn’t just leave a sour taste in the new employee’s mouth, it can seriously hurt his ideas of the company. Nothing is worse than starting off on the wrong foot!

Prepare for the orientation

As the human resources manager or member that is handling this new hire’s orientation, it’s up to you to have a game plan before diving in. Before the employee’s first day or orientation, make sure you have all your ducks in a row. Know exactly who is going to give the new hire his tour of the facility, know exactly which team member will serve as his mentor, have the employee handbook ready for him when he arrives, and ensure he knows what he needs to know or bring with him (ID, voided check for direct deposit, references, emergency contacts, tax information, etc).

A stuffy orientation is no good

It’s important to remember that this new hire is important to the health of the company. You hired them to do a job, do it well, and make more money for the company. Make the orientation light-hearted but packed with information; try not to let it get too stuffy. It’s your job to make sure the new hire gets his new job while also selling his new company to him. Orientation should result in a new respect for the company and what it does while also allowing your new hire to soak up all important information regarding working there.

Offer breaks, take time for a Q&A session, introduce him to his coworkers (particularly supervisors and those working on the same team). Give him the skinny on the details of the job, such as how likely overtime is, where breaks are taken, and how the processes of the company work (time clocks, vacation requests, etc).

Let it sink in

Remember that orientation often involves a large amount of information your new hire has to process. It’s always a good idea to let the new hire have a day or two after orientation before starting her new job. Reading and learning policies, ordering uniforms (if needed), filling out insurance paperwork, and the like are all time-consuming tasks. Let her have a day to complete and absorb all this new information.


The goal of the orientation is to introduce your new star employee to her working environment. Let the company make a great first impression and you’re more likely to have an employee who is eager to work there and ready to be loyal.

Staffing Firms: True or False?

Unfortunately, staffing firms get a bad rap. Several myths float around about working with a staffing firm that simply aren’t true. It’s something that is affecting the new workforce, the younger generation just getting out of college; the unfortunate stigma also reigns supreme with some of the more experienced workforce. The truth of the matter is that many staffing firms offer high-paying, direct-hire positions; many are headhunters, able to help you find your career – not just a job.

Some people may think that staffing firms only have low-paying jobs or jobs that nobody wants; others may believe that staffing firms are strictly for administrative, industrial or entry-level positions. False. Most staffing firms are dedicated to staffing within a specific industry or, in other cases, a handful of industries. For example, many deal with accounting, others with industrial work, still others for executive-level positions. Working with a staffing firm that specializes in your desired industry can open doors you never knew existed. You may be surprised at the types of positions you’ll be privy to when working with a staffing firm. Staffing firms are available for professionals in nearly any industry.

Some people believe that staffing firms strictly offer temporary positions. False. While many staffing firms specialize in temporary staffing for various industries, many also offer direct-hire placement in higher-level positions. If you’re under the impression that you’ll only get a temp position, you’re missing out on some opportunities.

Another myth surrounding staffing firms is that the benefits are lacking. Again, this is simply not true. Some, but not all, firms offer incredible benefits packages. Benefits vary between firms and companies, so definitely do your research.


No matter your industry, a staffing firm can help match you with the perfect position in a great company. If you have experienced difficulty in finding your perfect fit, you are ready to make that career change, or you have just graduated, a staffing firm will offer you great possibilities. You will be able to build a great relationship with an industry-specific staffing firm if you open up to them. Some career doors are closed to the outside public; a staffing firm may have a relationship with your dream employer.