There are many lessons that can be learned from the fabled career of Apple cofounder Steve Jobs, but there’s one that’s especially relevant for recruiters: Look for talent where no one else is looking..

“He was not at all rigid about what qualifications he was looking for,” writes former Apple senior vice president Jay Elliot in his book Leading Apple with Steve Jobs. “Sometimes his choices surprised me, when he saw something in a candidate hardly anyone else would have seen — something that told him, ‘This is the right person for the job.’”

That kind of thinking led Steve to hire Susan Kare back in the early 1980s when he was developing the Macintosh computer. At the time, Susan was an accomplished artist but knew nothing about technology. She would go on to create the original Mac icons, including the famous “Happy Mac” smiling computer, establishing herself as a graphic design legend.

Steve’s ability to discover “hidden talent” clearly yielded dividends for Apple, and other employers can realize similar rewards. Recruiters who dig deeper to source candidates can help companies bridge talent gaps and assemble A-list teams. The following are some tips to help you uncover hidden gems.

1. Look beyond top schools

For years, employers have sought candidates who attended top-tier schools because they’ve believed these academic institutions attract the best and the brightest. But if you rely on that approach, you will be missing out on talented individuals who didn’t have the opportunity to attend elite colleges and grad schools.

“Many high achievers, especially those from disadvantaged backgrounds, attend less prestigious universities for reasons having nothing to do with ability,” writes Lauren Rivera, a professor at Northwestern University’s Kellogg School of Management, in the Harvard Business Review.

Instead of seeking candidates with certain pedigrees, look for people who have the skills necessary to get the job done. In fact, a growing number of employers are dropping degree requirements altogether for certain positions and are focusing on skills requirements.

You can use online tools to screen candidates based on their skills. LinkedIn Skill Assessments, for instance, can help you verify a job seeker’s technical, business, and design skills.

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Source: Talent Blog, Phyllis Furman, August 30, 2022