A lot has changed since we started working in recruitment over 20 years ago. Technology has evolved, and workplace and work dynamics have shifted, too. Management styles, internal communication, cross-team collaboration… It’s a very different world! All these transformations have forced professionals to adapt. Recruitment has also had to adjust to find candidates eager to adapt, embrace innovation and thrive in their roles.
A recruitment strategy based exclusively on attracting technically skilled professionals is no longer enough to bridge the skills gap, especially in the IT, Digital and Digital Marketing industries. Hiring for Mindset can be the secret to attracting and retaining the talent that will push your company forward.
This article defines what a hiring for mindset is, the importance of adopting a hiring-for-mindset strategy in today’s recruitment, what attributes hiring managers value the most, according to our 20+ years of experience working with clients and candidates, and why companies like yours should look beyond technical skills to attract the best talent.
What Does it mean “Hiring for Mindset”?
Hiring for mindset refers to the practice of valuing a candidate’s attitudes, beliefs, and thought processes as much as, or even more than, their technical skills or experience. Nowadays, employers look for individuals with a growth mindset, meaning they see challenges as opportunities to learn and grow rather than insurmountable obstacles. This approach to talent acquisition acknowledges that employees who are curious, resilient, and open to feedback can often contribute more significantly to a company’s culture and long-term success.
Take the example of a company recruiting a C-Suite Executive. They’ll most definitely look for a candidate who can demonstrate a leadership mindset over someone with niche technical skills. In this case, the successful candidate will embrace change, work well in teams, and drive innovation.
In essence, hiring for mindset prioritises potential and cultural fit over immediate technical competence. A hiring for mindset approach recognises the constant change of work environments, making hiring professionals who can learn and adapt crucial.
The Importance of Attracting Talent with a Growth Mindset
When companies look for candidates with a growth mindset, they focus on individuals who believe their talents and abilities can be developed through hard work, good strategies, and cross-team collaboration. This contrasts with a fixed mindset, where individuals might believe their basic qualities, such as intelligence or talent, are static traits they can’t change.
A growth mindset works well in fast-changing industries focused on innovation, where learning and adaptability are important.
Nick Derham, Director of Adria Solutions
You don’t want to hire candidates with a fixed mistake to work in IT, digital and digital marketing. You want to attract candidates with a growth mindset. Someone who:
- Embraces challenges and persists when things don’t go as planned.
- Values effort and hard work.
- Learns from criticism and seeks out feedback for improvement.
- Finds inspiration and learning opportunities in the success of others.
What Hiring Managers Look for when they Hire for Mindset
A growth mindset is essential, yes. However, there are other traits recruiters and hiring managers value these days. The following mindsets can also make candidates better suited to thrive in their jobs.
An Adaptable Mindset
Professionals with an adaptable mindset are more open to change and willing to take on new challenges as they arise. With workplaces and technologies changing faster than ever, candidates who can adapt to new situations, learn quickly, and remain flexible can be an invaluable asset to your company.
Emotional Intelligence (EQ)
The ability to understand and manage one’s own emotions, as well as empathise with others, is increasingly crucial, especially for high-level positions. High EQ leaders can guide their teams, encourage collaboration and communication, and create a positive workplace essential for productivity and innovation.
An Innovative Mindset
Creativity isn’t just for “creative” roles anymore. Solving complex problems in creative ways and thinking outside the box are skills that can drive progress and innovation in any industry.
A Resilient Mindset
Individuals with resilience are more likely to persevere in the face of challenges and remain committed to their goals. As a company, hiring resilient recruitment consultants has helped us massively.
A Collaborative Mindset
The ability to work effectively in teams, leverage each member’s strengths, and contribute positively to group efforts is more important than ever. For instance, a collaborative mindset is crucial for software developers, project managers, testers, product managers and other IT and digital teams working together to deliver a product on time.
A Customer-Centric Mindset
Understanding and prioritising the needs and experiences of customers can drive innovation and success. This mindset focuses on knowing the customers’ pain points and finding valuable ways to fix those issues.
A Sustainability Mindset
With increasing emphasis on environmental and social responsibility, many professionals prioritise sustainability in their decision-making, which can help guide companies toward cost-efficiency and more responsible business solutions.
Look beyond the Tech Skills to Source the Best Talent
Prioritising these mindsets in your recruitment strategy can help ensure your team is skilled, knowledgeable, and well-equipped to thrive in the modern work environment. It’s about balancing technical or functional expertise with the softer skills and attitudes that enable people to use their knowledge effectively in a rapidly changing world.
Our experienced team can transform your talent attraction strategy to attract professionals with the right mindset to drive growth to your company. Contact us to discuss your hiring strategy today.
