Degree/Experience swap: It’s normally stated on the job description that a company is looking for someone with a bachelor’s degree and 5+ years of industry experience. It’s possible that someone with a bachelor’s degree is less qualified than someone with around 10 years of industry experience. In cases like this, flexibility on the education requirements may provide the best talent fit. Another example is rounding out the edges on experience requirements. If someone has 4 years of industry relevant experience instead of 5 years non-industry relevant experience, less experience could result in a plug and play hire.
Logistics: If your company offers a flexible start time, use it! Don’t create a rigid requirement of 8-5 if someone can work 9-6. Clock in time should be flexible in order to ensure that you are getting the top candidate.
Name Brand Programs: Email programs can be somewhat of an arbitrary factor in the large picture of the hiring process. If a candidate is proficient in a comparable program or software, but not in the program you have listed, a work around may be the best course of action. Skills can be transferable to your company’s preference.
Remember, you are looking for the best possible talent. They will fit within your culture to represent and help the company grow to be successful. If you’re struggling to find talent then it may be time to look at the requirements that were set in place and make some changes accordingly.