Key Strategies for Hiring Skilled Professional

Who is an “Skilled Professional”?

A “skilled professional” refers to an individual who can contribute immediately without requiring specific training or education. These individuals possess not only the knowledge and experience necessary for the job but also the skills and abilities required to succeed in a new environment. This means that the hired individual not only possesses the capability to handle the required tasks independently after joining but also has the capacity to adapt to the new environment and achieve results. 

“Skilled professional hiring” contrasts with “potential hiring,” which focuses on evaluating a candidate’s future potential based on personality and cultural fit. While skilled professional hiring is common in mid-career recruitment, it is also increasingly seen in entry-level hiring, especially for IT-related positions where specialised recruitment by job type is practised.

It’s important to note that the definition of “skilled professional” can vary depending on the company and position. While it’s often assumed that having the right skills makes someone a skilled professional, there are cases where knowledge from another domain or project management skills are also required. Therefore, it is essential to align expectations between HR and hiring department.

Background of the Demand for Skilled Professionals

Increased Labour Mobility

With more people seeking to change jobs for better pay rather than staying long-term at one company, labour mobility has increased. Consequently, talented individuals are in high demand by multiple companies, driving the need for skilled professionals.

Shift from Membership-type to Job-type Employment 

Traditionally, “membership-type” employment, where employees are trained over the long term without specific job or location restrictions, was common. However, more companies are adopting “job-type” employment, which clearly defines job responsibilities in advance. As job-type employment requires specialised knowledge and skills in specific fields, the demand for skilled professionals is growing.

Reduction in Training Costs 

Unlike new graduate hires, who require extensive training to become fully productive, skilled professionals already possess the abilities needed to perform their jobs, allowing companies to reduce training costs. Additionally, some companies, lacking a robust training system for new employees, tend to prioritise the recruitment of skilled professionals.

Growth of Remote Work 

The COVID-19 pandemic has popularised remote work. As a result, companies are increasingly seeking employees who can adapt to remote work and perform their duties autonomously, driving the demand for skilled professionals.

Advantages and Disadvantages of Hiring Skilled Professionals

Advantages:

- Quick Contribution to Performance: Skilled professionals can be entrusted with work immediately after joining, contributing to performance improvement early on.

- Reduction in Training Costs: Since they don’t require the training and education that new graduates need, companies can reduce training costs.

Disadvantages:

- Difficulty in Recruitment: Since skilled professionals are highly competitive in the job market, recruiting them can be challenging.

Interview Checkpoints for Hiring Skilled Professionals

Approach to Business Challenges 

Candidates who can be skilled professionals possess the ability to perform tasks based on their past work experience. For sales roles, for example, it’s essential to ask detailed questions about their previous work experience during the interview, such as "What level of sales performance did you achieve?" To prevent situations where the candidate merely participated in a project that received an internal award but didn’t do the actual work, inquire about specific duties, the role they played, challenges they overcame, and innovations they introduced. This will help assess the candidate's ability to perform tasks effectively.

Personality Traits: Initiative, Flexibility, and Cooperativeness

To excel as a skilled professional, candidates must be proactive, able to think and act independently, and demonstrate flexibility. If a candidate cannot take initiative, they may require a longer period of guidance, which means they cannot be considered an immediate asset. It's crucial to check their approach to work during the interview to determine how much discretion to grant them.

Moreover, if a candidate is fixated on how things were done at their previous job, they may struggle to fit into the team or organisation after joining. During the interview, ask the candidate about their thought process and flexibility. Explain the differences between your company and their previous experiences, and provide specific scenarios or examples to gauge how they would respond. This will help you assess their initiative and adaptability.

It’s also essential to confirm whether the candidate can respect and work in harmony with the existing methods of the current team. This aspect should be carefully examined through the interview process.

Compatibility with Company Culture  

For a candidate to succeed as a skilled professional, it is crucial that they align with the company’s culture. During the interview, introduce the company’s philosophy and deepen their understanding of your organisation, while also asking about their thoughts on your company’s culture and values. Their responses and viewpoints will help you judge how well they fit with your company culture. Since explaining company culture can often be abstract, it’s effective to incorporate specific examples during the explanation.

Relevant Qualifications and Expertise

In some cases, being an immediate asset requires possessing certain qualifications. Make sure to thoroughly explore their qualifications and skills during the interview.

It’s also important to verify the extent of their practical experience with these qualifications or skills. For IT engineer positions, for example, you should check what programming languages they use, their level of proficiency, and whether these match the position you are hiring for. It’s advisable to have employees from the field present during the interview for this assessment.

Dedication to Work 

Candidates who can be immediate assets have a serious attitude toward work. Those who are passionate about their work often engage in self-study and skill improvement, increasing the likelihood that they will remain valuable assets even after joining the company. Even if their skills don’t completely match the job requirements, you can expect them to learn on the job. Through their responses and enthusiasm, you can assess their approach to work and their motivation.

Clear Career Plan 

Candidates who can be immediate assets typically have a clear career plan and are proactive in analysing trends and planning for the future. During the interview, ask them about their future career vision and goals. If they have a specific plan, discuss how the company can help them achieve it to prevent mismatches.

Strong Communication Skills 

To succeed as an immediate asset, candidates must have strong communication skills, particularly the ability to proactively seek information when needed. During the interview, ask about their communication abilities and interpersonal skills. By assessing their communication skills, you can gauge their potential for smooth workflow and effective teamwork.

Conducting Reference Checks 

To ensure the reliability and track record of candidates who are expected to be immediate assets, reference checks are an effective measure. After the interview, contact previous supervisors or colleagues of candidates you are considering for hire to verify that there are no significant discrepancies between what was discussed during the interview and their actual work. Reference checks allow for an objective reassessment of the candidate's abilities and personality, helping to prevent mismatches in the hiring process.