Help! I’m hiring, and it’s down to 2 candidates. One is not as qualified, would require a lot of training, a great fit culturally and brings diversity to the agency. The other is more qualified, still a great fit culturally and wouldn’t require as much training, they were more prepared and I could put them in front of the client tomorrow, but they are non-BIPOC. Both are in the same range salary wise, and my team is SUPER small. Both are great fits, and I am torn. Advice? Please?

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I hate to say this (i’m a poc), but I would go with the immediately qualified candidate - because your qualifier for the other one was “needs a lot of training” rather than something like “needs a little boost” 😬

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No. Interview more people

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If your agency is overall pretty white, training the BIPOC candidate is a worthy investment of your time, in my opinion. Adding diverse perspectives to your agency is incredibly valuable to your clients, not to mention it makes your agency a more welcoming and more appealing place.

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This is a tough call. As a POC don’t hire that person if they are not qualified. Everyone needs training to some degree. If you Feel the person can be up and running within a month then go for it, because it will be a step in the right direction. If you’re only considering them because they are BIPOC then you’re making the decision for the wrong reason. And if they can’t perform the job, they will feel resentment from other team members and next thing you know they will feel like they are being targeted as the only non white person.

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Is this a junior position? If junior it doesn’t matter about how many years of experience - I would give the job non qualified person.

You are giving them an opportunity. How many people and stories have we heard about a dude with no experience getting hired and killing it? There is clearly drive and you are giving that person the opportunity for experience

You wouldn’t be considering this person and thinking about this if you didn’t see potential!

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You can train hard skills, but if they’re a great culture fit and have soft skills, they’re worth their weight in gold.

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How will entry level candidates gain any valuable experience if they are constantly being chosen over the overqualified candidate? A serious question..

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Instead of culture fit, which is often a way to continue unconscious bias. I ask you - Which candidate has a growth mindset or spirit of continual learning? Who has the greatest long-term potential?

I would hire someone with growth/learning mindset over someone who can do the immediate, often trainable, tasks every time. Also who will bring new ways of thinking to your team? New approaches? New perspectives?

Those are better filters, questions than “culture fit”, “it’s work for me to train them” or “they are/are not a POC”

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Get the one that is a great cultural fit. Someone who people would enjoy working with for long hours.

You can always teach skills. You can’t teach a good culture fit

Race or gender aside, hiring someone who you feel has potential and needs training is a time to calibrate your own processes, especially if you allow them to ask questions. This is an opportunity to show each other trust, openness in communication and the ability to make some of the processes and procedures their own, instead of fitting the exact mold that is set in front of them. Younger generations like to feel like they are a part of something greater than themselves and the more you charge your team with training this new person, with you as an example, the faster the candidate will learn.

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