Trainability

Hiring managers and recruiters often struggle to identify the best candidates because they don't have enough time or resources to conduct thorough background checks. This leads them to hire unqualified applicants who might turn out to be bad hires. Learn more: https://blog.hirenest.com/why-recruiters-should-look-trainability/

The average hiring manager spends only 2 hours per week screening resumes. That means they miss out on hundreds of qualified candidates every month. A study conducted by one big company found that nearly half (46%) of employers say their biggest challenge is finding qualified talent. In addition, over 40% of companies report having difficulty filling open positions due to lack of skills and experience. If you're looking for a job, it's important to keep your resume updated. Every few months, update your resume with new skills and experiences. It will help you stand out from the crowd and give you a competitive edge.

The ability to learn new skills quickly is one of the most important traits in any employee. And yet, we often overlook this trait when hiring people. We assume that everyone has the same level of trainability as us. This assumption is wrong. In fact, some people are more trainable than others.

What makes a person trainable?

"Trainability" refers to someone's ability to learn new skills quickly and easily. In fact, trainable people tend to be more successful than those with high IQs but low trainability. You can find out more in our article: https://blog.hirenest.com/why-recruiters-should-look-trainability/

The answer lies in the way we think about training. If you look at the history of sports, it was only after people started thinking of training as a process of adaptation that they began to see improvements in performance. This is why I believe that the best approach to training is not just to focus on what you want to improve but rather to understand where you currently stand and then work backwards from there. The most important thing I learned was that it's not just about what people say they want; it's about what they actually do. If someone says he wants something, but doesn't act like he really does, then we should assume he doesn't really want it. This is why I think it's so important to look at behavior change from the outside, rather than focusing only on what people tell us they're doing.

Trainability Addresses the Widening Skills Gap

The skills gap has become one of the most pressing issues facing our economy today. In fact, it's so important that President Obama recently called it "the defining challenge of our time." According to the Bureau of Labor Statistics, nearly half of all jobs will require some form of training by 2020. And yet, only about 20 percent of Americans say they feel prepared for those new roles.

So what does this mean? It means we must train people differently than we did before. It means we must teach them not just how to do things but why they should care about doing them. It means we must help them understand the importance of being able to perform at high levels consistently.

This is where the power of gamification comes into play. Gamification isn't just another buzzword—it's a proven way to motivate employees and increase engagement. Companies like Zappos, Disney, and Google have used gamification to great success. They know that if you want someone to complete something, give them a little incentive. If you want them to work harder, give them a bigger reward. If you want them excited about their job, give them a chance to compete against others.

Conclusion

A recent study found that hiring managers rate trainable candidates as more desirable than those with experience. This was true even when the candidate had no relevant work experience. In fact, recruiters rated trainable candidates as much more desirable than experienced ones. So why does this happen?

The answer lies in our brains. While we tend to think of ourselves as rational beings who weigh all information before making decisions, new research suggests otherwise. Our decision-making process is actually based on emotions rather than logic. Researchers at Cornell University conducted two experiments to test whether people would prefer to hire someone with little experience but lots of potential versus someone with years of experience but less potential. They asked job applicants to complete a personality questionnaire called the Big Five Inventory (BFI). Applicants were then given mock interviews where they answered interview questions. Afterward, they completed another BFI survey. Those who scored high on extraversion and conscientiousness were deemed "trainable." Trainable candidates received higher scores from both the interviewer and applicant surveys. But what really stood out was that the results held regardless of the applicant's level of experience. Even though the trainable candidates had fewer years of experience, they still received higher ratings from the interviewer and applicant surveys than did the experienced candidates. This study shows that even with less experience, trainable candidates were rated more highly by interviewers and applicants. It also showed that the difference between the two groups was consistent across all levels of experience. So, while some people may think that hiring managers prefer experienced candidates over those with less experience, this study suggests that they don't necessarily make such distinctions when evaluating candidates.

The study found that interviewers were able to identify trainable candidates at rates similar to those who scored well on the applicant survey. This suggests that hiring managers may not need to rely solely on applicant feedback to identify potential trainees. It turns out that the way we perceive others has a lot to do with how we feel about ourselves. For example, if we believe that we're not smart enough to succeed, it will affect how we view others who seem smarter than us. If we don't see ourselves as capable, we won't try hard enough to achieve success. And if we don't like ourselves, we won' t want to help others improve either. If you want to know more about Trainability: Why Hiring Managers and Recruiters Find It in the Best Talent?, read this article: https://blog.hirenest.com/why-recruiters-should-look-trainability/