Hire today for tomorrow

Like technology, skill requirements change with time. For example, cell phones that were the rage three years ago seem out of date and useless today. This can be true for people too.

Have you ever hired someone who was cutting edge in his field ― only to find a year later that his skills are no longer relevant and worst yet, he is resistant to change? Sometimes these situations are unavoidable. However, strategic planning can minimize the acquisition of employees who quickly become obsolete.

To find workers who are agile and embrace change, who are continuous learners and self-starters, look for candidates who show breadth of interests, diverse skills, and expertise across multiple disciplines. When interviewing, ask for examples that demonstrate adaptability in an evolving environment. Resist the temptation to rush the process and hire the closest fit to the current job description. Strategically define/re-define the position to reflect not only today’s competencies but to also require personal attributes that will be significant in the future. 

Ask yourself, if this job went away, could this candidate be effectively deployed to another position?