Which profile should be favored between a “plug&play” candidate and a candidate with potential?

The tensions in the recruitment industry are palpable, the demands on the side of candidates and clients are increasing. At Leaderia, a recruitment firm for the food and hospitality industry, we are seeing requests for plug&play candidates because candidates must be operational immediately. What about evolving profiles?

Whether they are “plug & play” or not, candidates cannot be operational at the moment. They need time to assimilate the company culture, the processes and their new work environment. On the other hand, a candidate who does not match in all respects with the job description but who benefits from development potential (to be detected by the recruiter) will be all the more effective and productive in the long term because the position and the proposed challenge will motivate him. It is important to be able to offer a real step forward to the recruited candidate.

Hard skills do not determine the candidate’s human qualities or personality. Technical skills can be acquired through on-boarding coaching. The new employee will thus be more reliable and committed to the company. Today, 47% of companies are willing to hire an executive who doesn’t have all the skills. 46% of companies can recruit a less experienced profile. This trend is part of the spirit of recruiting “talent”. You identify a personality and motivations before recruiting a skill set.

Finding a “plug & play” candidate in a talent shortage environment is risky and takes the human element out of the recruiting equation. Giving preference to determined candidates, who align with the values ​​of the organization, is much more beneficial in the long term!