Building Team Solutions works with HR departments from large to small companies. Both often list the same requirements for a candidate. However, a large company and a small company usually have very different needs. Small companies might have a restricted budget and large companies may not consider candidates without a minimum of five years in a certain field. Simply stating “experienced” on a job post can often frustrate both employee and employer.

Of course my company can look at the details of the needs for both big and small companies and fulfill the positions with the best candidate. However, I want to address the issue of potential vs. experience and why both types of companies should consider potential over experience.

There are occasions when someone with potential will outweigh hiring someone with experience. Let’s say someone has administrative experience but not public relations experience. A seasoned PR vet might want a salary based pay in the mid 50s, benefits, his or her own office and certain days off. Sure, you gain contacts and insight but you, as an employer, could lose out on this deal- financially and even with work quality if the season professional is burnt out. The administrator, on the other hand, has something to prove. So, he or she will work harder, longer and for less pay. In fact, he or she will hit the ground running to build contacts, show success in numbers and will be eager to learn knew things as a way to move into the industry.

And there are countless of other examples just like the one noted above! I always gauge our clients with that their employment needs truly are. Experienced vs. burnt out ; qualified vs. quality. As an employer it can be hard finding and then keeping the right person- which is why Building Team Solutions is here. We make the process easier, help with training and advise our clients on helpful ways to really cherry pick the best employees- which aren’t always the most experienced!