Are you hiring sponges or diamonds?
7th June 2023
Author EditorPosted on Categories Business
In the hiring world, the phrase ‘diamonds in the rough’ is often used to describe people with great potential. Sara Osterholzer, of Second Voice Pro, challenges this outdated mindset.
This is a phrase that suggests individuals need polishing or refinement before they can truly shine. I embrace a new perspective when hiring junior talent from diverse sources, and I want to share why.
Instead of searching for the ‘diamonds in the rough’, what if we looked out for ‘sponges’ – eager learners with an appetite for acquiring knowledge?
Why the ‘diamonds in the rough’ metaphor is problematic: This age-old metaphor implies that candidates are somehow lacking or incomplete, requiring extensive polishing to fit in or shine. This undermines the unique qualities and strengths that individuals bring to the table. Rather than trying to mould them into a predetermined shape, we should recognise their potential just the way they are.
Why the ‘sponge’ mentality works better for us: What if you welcomed sponges into your team – individuals who possess a remarkable capacity for learning and growth. By seeking out talent from wider sources and looking out for ‘sponge-like’ characteristics, we unlock a diverse pool of individuals who often possess a hunger for knowledge and a drive to prove themselves. They bring fresh perspectives, adaptability, and an eagerness to absorb new information, making them invaluable assets to any organisation.
For example, at Second Voice we seek to hire people who are eager to learn so that we can work with them to become experts at outbound sales – so qualities such as coachability, communication and a growth mindset are more important to us than their ‘rough edges’. In fact, these rough edges often make them better at cutting through the noise and helping our clients grow their businesses.
Why we should expand talent pools: Relying solely on traditional talent pools, such as University Job Boards and Indeed.com, limits our ability to innovate and find the best talent. By actively seeking candidates from alternative sources, we unlock a wealth of untapped potential. Consider individuals who haven’t gone down the higher education route, those with experience in different sectors to yours, or candidates from underrepresented communities. These individuals can bring unique skills, experiences and perspectives that can contribute to a more dynamic and inclusive work environment.
Add support for growth and development in the mix: Finding and hiring talent isn’t the end point. Managers should be prepared to provide these ‘sponges’ with resources, continued mentorship, and opportunities for continued growth. Emphasising their inherent potential and investing in their development will not only benefit the individual but also increase the quality of work these individuals contribute and increase their job satisfaction. By providing an environment where sponges can thrive, organisations will reap the rewards of an engaged and motivated workforce.
Final thoughts: Join us and retire the term ‘diamonds in the rough’ and shift towards a more inclusive approach to hiring junior talent. By recognising the value of individuals who are natural sponges, we open the door to a broader range of skills, perspectives and experiences. Embracing these individuals and providing them with the support they need to grow and develop will not only enrich your business but also contribute to a more diverse and vibrant professional landscape. It’s time to embrace a new narrative of talent acquisition that values the hunger for knowledge and insatiable appetite for learning that sponges bring to the table.
At Second Voice Pro, we hire CV blind and have designed a recruitment process that allows for raw qualities to shine through. Want to find out more about this process and get tips and tools for your own business? Download our free eBook – Sponges not Diamons – here.
About the Author
Sara Osterholzer, Second Voice Pro
Sara Osterholzer is the co-founder and chief operating Ooficer of Second Voice Pro, which she setup with sales specialist Ben Bennett to improve the way B2B businesses build and grow their first Sales function, moving away from founder-led sales.