How to Hire Adaptable Talent
A study by PwC found that a more adaptable job market could potentially save the United States up to $19.8 billion a year.
Adaptability can be measured and assessed on resumes and background checks, and by talking to a candidate’s references. Employment and education histories and an applicant’s peers during those times provide evidence that can help hiring managers judge adaptability in a potential employee.
One example of adaptability is the willingness to move across platforms or departments within an organization. A job applicant who can do many things well will often fare better than a candidate whose expertise is focused in a single area.
Changing concentrations within the same company can be a sign of adaptability instead of flightiness. A candidate who served in three different positions over five years with his or her last company probably knows how to do several things well and is effective at cross-training. Keep an eye out for short employment histories at multiple establishments if you’re concerned about turnover.
Education history is another area that can assist you in gauging adaptability. People who are adaptable tend to seize opportunities and take chances. You might have an applicant who attended four different colleges and still earned a degree in four years. While an employer could consider the frequent school changes as a sign of unreliability, that candidate might be highly adaptable and skilled at recognizing beneficial opportunities.
You can also look at education in conjunction with an employment history. For example, a candidate who achieved a bachelor’s degree in four years while also maintaining employment implies that the applicant can manage competing priorities and accomplish success in both.
We understand how important it is to have the right information when assessing applicants. InfoMart provides reliable education and employment verifications to ensure that your candidate’s application and resume contain accurate information. We do this so you can hire talent that will learn, grow, and succeed with – and for – your company.
About Tammy Cohen
Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record. To learn more about Tammy, visit www.tammycohen.com.
InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit www.InfoMart-USA.com, follow @InfoMartUSA, or call (770) 984-2727.