Recruiting ITWs - Why is it different?
Every culture has its “secret handshakes” and “inner circles” that, either intentionally or unintentionally, exclude people from other places and cultures. If you want to recruit ITWs, it will be helpful for you to understand some of these barriers, such as:
- setting requirements that automatically exclude ITWs (e.g. “Canadian experience”, “Canadian education”)
- setting requirements that should not be mandatory for the job (e.g. registration with local voluntary licensing body)
- using vague job requirements that leave lots of space for interpretation;
- using colloquial or business words and idioms with meaning that is not explicit
- using recruitment strategies that do not reach ITWs (e.g. using headhunters, posting on member-only sites and mailing lists)
Here are some ways you can successfully recruit ITWs by using minor adjustments to your recruitment process:
STEP 1: Figure out what skills, knowledge and experience are absolutely must-haves for the position.
To write more effective job descriptions and job postings:
- Define the essential skills required for the job.
- Define the duties, responsibilities and other requirements of the job.
- Determine your need for licenses, certificates and professional designations
- Find alternatives to voluntary certifications
To read more on this topic or to download a useful “how-to” tool, go to Tips for Writing a Job Posting
STEP 3: Reach out to a wider range of potential recruits. Don’t get stuck with the “close and familiar”; open up to a fresh and untapped pool of talent.