79% of talent executives champion candidates that are “different, diverse, or don’t meet the job specifications” according to a recent survey of the gatekeepers
.WILTON, Conn., Feb. 21, 2019 /PRNewswire/ — According to a recent Waterman Hurst survey of the gatekeeperssm, the economy and other forces are turning the job market on its head. A great majority of the gatekeepers responsible for finding talent say that they now present different, diverse and out of spec candidates frequently, and 42% of the gatekeepers say they present “out of spec” candidates routinely.
the gatekeepers is a virtual community of board members, CEOs, C-level leaders, talent executives, managing directors, and executive search partners, who donate their time and expertise to deliver relevant and valuable advice as free content for established and emerging leaders.
Candidates who are different, diverse, or who are not an obvious fit given the job specifications, should be encouraged by the survey results.
the gatekeepers’ experiences, whether responsible for finding talent in-house or as an external consultant, have shown that taking a risk on an “out of spec”, different or diverse candidate pays off. The pay-off is not only for the unusual candidate and the talent industry executive; the gatekeepers tell us that the advantage is realized by their client or company as well.
Read the full article here which includes quotes from gatekeepers Bonnie Gwin, Vice Chairman and Co-Managing Partner of the Global CEO and Board Practice, Anne Lim O’Brien, Vice Chair of Heidrick and Struggles’ Global CEO and Board practice, and eight CHROs, Chief Talent Officers, and Executive Search Partners who weigh in on the new dynamics of the current job market.
About the Survey: The survey was conducted in September 2018 and received responses from close to thirty Fortune 500 companies across the United States. CHROs, Executive Search Partners, and Chief Talent Officers responded to the survey.
the gatekeepers Survey Question:
“Have you ever made the bold decision to champion an “out of spec” or “different” candidate knowing your recommendation may backfire on you or your career?”
79% responded “Yes.”
21% responded “No.”
42% added that they recommend “out of spec” candidates “all the time/frequently/as a matter of course.”
Waterman Hurst sponsors the gatekeepers. As a career services company dedicated to CEO/President, other C-level and Emerging Leader’s careers, Waterman Hurst offers high level, personal and confidential career services, solutions and support to private clients.
SOURCE Waterman Hurst