Businesses large and small are seeking workers who can adapt to rapid technology changes or strategic shifts. Companies are realizing they should recruit for innate abilities, or attitudes such as high motivation, rather than skills needed for a particular job.
Intuit, which brings on about 200 new college grads annually, started program hiring some three years ago. Entry-level hires are locked in more quickly since recruiters arrive on campus armed with approval to make hires on the spot.
A candidate who accepts the hiring offer sets in motion a complex, matchmaking process that includes salary discussions. Each new hire is assigned to a recruiter who coordinates a series of matching conversations between the hire and various managers.
The conversations are designed to align the hire’s interests and talents with an available position, and with teams, they help with campus recruiting to get first choices on new hires.
Everette Fortner, a head career advisor at the University of Virginia, told The Wall Street Journal that some students balk at nonspecific offers. It took one five months to accept a full-time job.
Zappos currently hires the old-fashioned way, but that won’t be for much longer. Beginning next year, the company is considering ways to allow hires to carve out their own roles.
