Talent recruitment has transformed into a battlefield in today's highly competitive business environment. In our desperate efforts, we rush to search for that "perfect" candidate whom we think should have certain degrees, many years of experience and skills as long as our arm that we justify as a necessity for a job. But what if such relentless pursuits of the "ideal" impede our growth?

Enter (what I call) the "Second Chance Advantage." This is a game-changing way my company looks at talent acquisition. We are challenging the conventional means of hiring and letting loose a treasure trove of untapped potential from those who, perhaps, have fallen through the cracks because of gaps in their resumes, unconventional backgrounds or non-traditional skill sets.

Why second chances matter

The traditional resume-centric approach filters out several individuals with immense talent and potential. Consider these factors:

The skills gap: Technology evolves, and the skills considered "essential" five years ago are often old today. Experience-based mindsets may need to catch up on people who are fast learners and adaptive to changing landscapes.

The stigma of job swapping: Thousands of talented professionals opt to take off for personal reasons or to test different career directions, or they just get kicked off the ladder because of changes in their industry. This resume gap should not be the death knell.

The untapped potential: Background diversity and their experience bring fresh perspectives. Concentrating on just the orthodox qualifications precludes an untold reserve of creative and problem-solving talent.

The second chance advantage

Rethinking talent acquisition calls for this new mindset. Here's how to unlock the potential:

Hiring for skills: Rid yourself of the standard but restrictive case of "years of experience." Identify the core set of skills and required competencies that underpin the work. Test for them — the skills — by simulations, competency-based interview techniques or actual working tests.

The experience redefined: Appreciating that the experience is not a resume clocked in chronologically but the experiences that manifest themselves in different ways — that volunteer, that personal project, or that less-than-linear career path.

The embrace of diversity: Tap talent pools that reflect the diversity present in the rest of the world. Bringing in people from different backgrounds, experiences and ways of thinking drives innovation and creativity and deepens the understanding of the people you serve.

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