What type of candidates should you consider when trying to widen your recruitment options?

When seeking to widen recruitment options, considering junior candidates and those willing to relocate is particularly beneficial for several reasons. Junior candidates often bring a fresh perspective and a willingness to learn, which can be invaluable in a dynamic field like commodities. They may also be more adaptable and open to training, allowing you to mold them into the specific skills and culture needed within your organization.

Additionally, candidates who are open to relocation expand the candidate pool significantly. This flexibility allows access to talent from areas that might be underrepresented in your current location. It also opens the door to individuals who may possess varied experiences and insights from different markets or business environments, contributing to a more diverse workforce.

In contrast, focusing solely on highly experienced individuals can limit the available talent pool, as these candidates may already be tied to specific organizations or may expect higher salaries that are not always feasible for every role. Targeting mid-level candidates with niche skills might lead to a narrow selection process, making it challenging to find candidates who fit both skill requirements and cultural fit. Finally, candidates with specific certifications can be valuable, but limiting recruitment solely to these individuals can also hinder the influx of diverse talents who may not have formal certs but possess applicable skills and experiences.