Are you fixated on experience and skills when recruiting brokers? Well, now there’s another quality employers are prioritising.
Mahatma Gandhi once said: “Live as if you were to die tomorrow. Learn as if you were to live forever.”
This dedication to learning that Gandhi speaks of is something which job seeking brokers might want to prioritise in 2014.
In fact, some employers are putting learning aptitude above other crucial attributes, such as experience and technical skills, says Jane McNeill, director of Hayes Banking.
She argues that in this day and age, it is essential for job candidates to have a thirst for knowledge and the ability to learn quickly.
“The world is changing rapidly. Globalisation, the shift towards a knowledge economy and the sheer pace of technological changes are among the factors radically shifting how organisations operate,” she says.
“This places a premium on an employee’s ability to learn and respond to their employer’s and the market’s changing demand. As such, employers want people on their team who can adapt and learn new skills.”
What employers should do
Being complacent and sticking to the same skills-based method of recruitment will have your business falling behind, according to Hays.
“Recruitment strategies targeting learning aptitude will need to evolve incrementally for most businesses, and will likely begin with existing roles,” says McNeill.
“As businesses adapt to the changing demands of the market, it will become increasingly clear which parts of the organisation will need a greater affinity for acquiring new skills, and which will remain consistent.”
“This is a tough requirement in less hierarchical organisations, and presents a challenge around attrition, as employees hired for their desire to grow and adapt expect continual growth opportunities, and become increasingly desirable to competitors.”
What candidates should do
McNeill believes that in all stages of the recruitment process, from cover letter to interview, candidates must promote their ability and willingness to learn and update their skills.
Furthermore, candidates should be prepared to be tested for learning aptitude, she adds.
“Also expect to be asked specific questions about your ability to adapt and learn new skills,” says McNeill.
“Prepare examples of how you have updated your skills in the past to the benefit of your previous employer. Link your learning back to the success it brought the business.”
She cites examples such as learning a new technology or language and working in an office overseas.
When hiring new brokers do you strongly prioritise their learning aptitude? Share your thoughts below.
This dedication to learning that Gandhi speaks of is something which job seeking brokers might want to prioritise in 2014.
In fact, some employers are putting learning aptitude above other crucial attributes, such as experience and technical skills, says Jane McNeill, director of Hayes Banking.
She argues that in this day and age, it is essential for job candidates to have a thirst for knowledge and the ability to learn quickly.
“The world is changing rapidly. Globalisation, the shift towards a knowledge economy and the sheer pace of technological changes are among the factors radically shifting how organisations operate,” she says.
“This places a premium on an employee’s ability to learn and respond to their employer’s and the market’s changing demand. As such, employers want people on their team who can adapt and learn new skills.”
What employers should do
Being complacent and sticking to the same skills-based method of recruitment will have your business falling behind, according to Hays.
“Recruitment strategies targeting learning aptitude will need to evolve incrementally for most businesses, and will likely begin with existing roles,” says McNeill.
“As businesses adapt to the changing demands of the market, it will become increasingly clear which parts of the organisation will need a greater affinity for acquiring new skills, and which will remain consistent.”
“This is a tough requirement in less hierarchical organisations, and presents a challenge around attrition, as employees hired for their desire to grow and adapt expect continual growth opportunities, and become increasingly desirable to competitors.”
What candidates should do
McNeill believes that in all stages of the recruitment process, from cover letter to interview, candidates must promote their ability and willingness to learn and update their skills.
Furthermore, candidates should be prepared to be tested for learning aptitude, she adds.
“Also expect to be asked specific questions about your ability to adapt and learn new skills,” says McNeill.
“Prepare examples of how you have updated your skills in the past to the benefit of your previous employer. Link your learning back to the success it brought the business.”
She cites examples such as learning a new technology or language and working in an office overseas.
When hiring new brokers do you strongly prioritise their learning aptitude? Share your thoughts below.
