How to Hire Outside the Box

I get a really interesting weekly email called Ask the Headhunter. In this week's issue the Headhunter, Nick Corcodilos, talks about how someone with a criminal record can best position themselves at interview. Nick doesn't publish the back issues of the newsletter on his site so I can't link you to the article.  However, if you want to see this particular issue I can forward it on (just contact me).

The article is focussed on helping the jobseeker.  however, he closes with a suggestion to employers that I really wanted to share.

You say you want to hire people who "think out of the box." You want to hire people who can demonstrate an ability to change and grow. Yet your HR department likely hires people who closely fit your "qualifications list" and who sit on the fat hump of the performance curve. Take a good look at older workers; people with handicaps who can do the job; reformed ex-convicts; alcoholics who have been dry for years. What better examples of people who can change, who overcome adversity, and who can demonstrate the ability to perform? I'm not suggesting you take a foolish risk. You can make a sound deal to protect yourself and your new hire. So think out of the box yourself. Hiring someone who has overcome a personal problem may net you a good worker who has the confidence to help you overcome a problem your company faces.

I think this is superb advice.  It's only right to define a job and person specification for a role but why not retain some flexibility around the "soft skills" in the person spec.  As a recruiter it's your job to help your client find the right candidate for the role, even if that person doesn't fit the original profile.  Don't shy away from offering "left field" solutions.  Prove your value by offering a solution beyond the scope of their brief.