Looking beyond the resume

Diamonds in the rough. Unrealized potential. Call it what you will, but in today’s competitive market for talent and widening skill gaps, what can employers learn about value and talent from the private equity (PE) industry? It turns out, plenty. Now, one might be confused, and a little concerned, about how and where human resources and finances intersect; however, there is one concept that PE firms have used for years, and that’s transferable velocity. Throughout my career, when building companies, I’ve always had to compete for talent against “the big guys” or in highly competitive talent markets. So through necessity, I would look for what I would call transferable velocity, or the “the spark” in a potential candidate. Transferable velocity is the idea that every individual person is on their own journey and that if employers can recognize potential where others cannot, a win-win situation is created. The company can access great talent pools others overlooked, and the candidate can get that foot in the door or leg up they needed to get on the right path. The idea is simple: look at the career progression and accomplishments of the candidate’s past, and try to predict their trajectory in the future. In some cases, that’s as simple as looking at education and success up-and-to-the-right curve at premium-name companies. But that’s easy and anybody can do it. This also only allows one a view into …