When companies recruit new employees, they usually do so based on the specific skills and abilities that they possess. Essentially, companies are asking “What are the tasks we need to get done,” and then, once they have an answer, follow up with “who can help get these tasks done?”
And for most businesses, that’s more or less where the question-asking stops when it comes to the workforce. As long as the company’s requirements are being met, there’s no real need to look further.
But when you hire a person for a specific skillset, you also get additional skills and experience bundled in with that person – skills that you weren’t necessary looking for – at no extra cost.
These skills can easily be overlooked – and for companies that are just looking to get their pre-defined requirements answered, that’s not a problem.
But what if you were able to look at the entirety of the skills and abilities of your workforce, and rather than ask “How can these skills help me get my tasks done,” you were to ask “What kind of tasks can I get done with the talent available to me?”
For some companies, this could mean uncovering a wealth of hidden potential and opportunities, and open up entirely new avenues of possibility they may have been unaware of.