When talent is short in emerging technology, everyone in the workplace suffers. The demand is still there for projects to be completed. Teams are stretched to the limit. Which do you choose if you don’t have access to the ideal solution? Do you choose the most available talent or the best available talent?
The Best Available
This is the employee who is available and matches the criteria for your needs. This employee will need you to take time to develop the criteria, then sort and interview to find the right person from a pool of available candidates.
For obvious reasons, these candidates are often hard to find.
The Most Available
The most available is someone available who could solve some of the pain of not meeting schedules and delays in delivery. This person might not be a long term solution, yet has some skills and can help out quickly. They are motivated to work now.
The good thing about this candidate is that they’re readily available and still get the work done. You have solved a short-term problem. And keep in mind, these sometimes work out to become one of your idea employees, fitting the criteria for availability and work ethic.
Which One Do You Choose?
First, you must consider two things:
- Which potential hire fits your needs
- Setting realistic expectations
Which Potential Hire Fits Your Needs?
Sometimes the best simply isn’t available. Finding someone who fits your immediate needs is often important. Maybe you don’t have the time to find the best or maybe the best isn’t showing up at your business. But keep in mind that someone who can do what you need may evolve into an employee who is eventually one of the best.
Setting Realistic Expectations
According to Harvard Business Law:
Figuring out what the requirements of a job should be—and the corresponding attributes candidates must have—is a bigger challenge now, because so many companies have reduced the number of internal recruiters whose function, in part, is to push back on hiring managers’ wish lists. (“That job doesn’t require 10 years of experience,” or “No one with all those qualifications will be willing to accept the salary you’re proposing to pay.”) Companies piled on job requirements, baked them into the applicant-tracking software that sorted resumes according to binary decisions, and then found that virtually no applicants met all the criteria.
Other Points to Consider
- When looking at most available, be sure to look to do a deep dive into work accomplishments. Many people who are often available, are also good at interviewing, but not so good at performance. While this isn’t always the case, it is worth the time to find out.
- Don’t hyper focus. An ideal way to find the perfect balance is to focus on how they will do your job. Get an idea of their potential by asking questions that solve problems you have in your company.
- Hire best/most on a contract basis initially. You can do a “try before you buy” and make a decision when it’s necessary. And in some cases, you may get hire the most available, then get the best available.
- Get outside help to deepen the pool of candidates available to you or find other resources.
In Closing
Only you know what is best for your company. Yet, having a thorough job description and being realistic are two key elements. Not everyone is going to be the perfect fit. Yet, there are plenty of potential employees who fit both the most available and the best available.
About Synergy
Synergy Solutions is an executive and contract search firm focused on roles for Best Available Talent within the technology sector. If you have questions regarding this article or would like to discuss strategy on open roles at your company, please contact us and someone will get back to you within the next 24 hours.