In this week’s episode, Katie and Chris tackle the question of how to determine if someone has a good attitude and aptitude for marketing, business, or any professional even if they don’t have professional experience. The labor market is constrained for “hit the ground running” candidates, but the actual labor pool is much, much larger – and candidates like veterans, returning mothers, and other non-traditional folks could be even better than the current talent if given the right support. Tune in to find out how to determine whether someone’s a hidden gem.

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In this week’s in your insights, let’s talk about deepening our access to the hiring pool expanding who is potentially could be working in analytics or data science or management consulting or any of the fields that we talked about, and our attitude and aptitude.

One of the things that came up in a discussion recently was trying to find non traditional candidates, folks who don’t have the whole hit the ground running kind of thing, because in today’s labor market, finding people who can hit the ground running is going to cost you substantial premium, because you have to basically lower people away from other jobs.

One of the things that I remember Katie, from our days working together at an agency was when we were looking at candidates to work on our team, we weren’t always looking for people who could hit the ground running, because frankly, the agency we worked for at the time couldn’t afford it.

So we were instead of looking for people who had a good attitude, and an aptitude for analytics, and understand that they wouldn’t have the skills or the experience, but those are teachable things, you know, helping somebody develop an aptitude for something they don’t like, that is not really a teachable thing.

So my question to you is, when we look at non traditional pools, people, for example, like veterans, part time moms, people with disabilities, etc, people from economically disadvantaged backgrounds, how do you find out whether somebody has an aptitude say, for analytics, if they have no experience, they had no skills, but they, they might have that knack for, they might have, you know, deep inside them with, you know, some some training and some some coaching, they might have like a full database architect in there somewhere.

But right now, they just fresh out of the army or whatever.

How do you how do you suss that out?

I love this question, because I feel like, as humans, all of us humans, we’re so quick to make snap judgments about people based on the little bit of information we know about th