Let’s face it, recruitment can feel like a high-wire act. We’re constantly balancing the need to fill a crucial role quickly with the desire to find the absolute unicorn candidate – that elusive person with the perfect blend of skills and experience. It’s tempting to play it safe, sticking with the same old resume templates and interview questions. But here’s the secret: sometimes, a little risk-taking is the key to landing our next superstar.

We’ve all heard the stories of companies that took a chance on an unpolished applicant with raw talent, only to see them blossom into incredible performers. But let’s be honest, those feel like once-in-a-lifetime tales. The reality is, most risks in recruitment won’t be home runs. There will be strikeouts, fumbles, and moments where we question our sanity. That’s okay! Risk isn’t about guaranteeing success; it’s about increasing the odds of finding someone truly exceptional.

Here’s the thing: Decision-making in our daily lives is riddled with calculated risks. We choose new restaurants based on online reviews (hoping they’re accurate!), invest in stocks based on market trends (fingers crossed!), and even pick a movie based on a quirky trailer (sometimes it backfires!).  Recruitment decisions are no different.

So, how do we translate this everyday risk-taking into the world of hiring? Here are a few tips to get started:

• Challenge the Assumptions: Is that ten-year experience requirement on the job description an absolute must-have, or could someone with transferable skills and a strong learning mind-set be a great fit? Think outside the box and consider alternative paths to success for the role.
• Embrace Different Interview Formats: The traditional panel interview can be intimidating for some candidates. Consider incorporating skills assessments, casual coffee chats, or even a test project to get a better-rounded picture of someone’s abilities.
• Look Beyond the Resume: Not everyone tells their story perfectly on paper. Look for passion, potential, and a willingness to learn during the interview process. A candidate’s enthusiasm and drive can be just as important as a laundry list of past accomplishments.
• Learn from Mistakes: Did a risky hire not work out? Let’s not dwell on it! Instead, use it as a learning experience. Analyse what went wrong and adjust the approach for the next time.

Remember, risk-taking doesn’t mean recklessness. Doing our due diligence, gathering as much information as possible, and trusting our gut.  Most importantly, let’s not be afraid to step outside the comfort zone.  The perfect candidate might not be who we expect, and taking a calculated risk could be the difference between finding a good fit and finding someone truly remarkable.

Now, let’s get out there and start shaking things up! The next recruiting superstar could be just one calculated risk away.