Seen a job advert that you like, seems to fit your skills and then …..
….you see the line which says 5+ years’ experience essential in this particular sector and it’s a deal breaker.
Should you run a mile from someone who wants to change industry – “career change”…is it a red flag?
For instance, B&Q successfully tapped into the elderly workforce, valuing qualities like reliability and work ethic, despite their often lack of retail experience.
This shift raises an important question: Does the necessity for specific industry experience change with the seniority of the role?
At more senior levels, the responsibilities of running a business, team, or department become less about specific skills, and more about strategic vision, team development, and business alignment.
From Chef to budding Surgeon?
Let’s keep the perspective here, there are transferable skills in many roles but despite a chef often being meticulous, hygienic and working long hours you still don’t want them switching immediately to perform surgery on patients!
However, we may be overlooking potential.
Yes, employers can afford to be choosy in today’s competitive market, demanding extensive experience. But is this a narrow view?
Could a forklift driver become an accountant?
Why not? It might take significant resources to get them to a level where they add value compared to someone with all the prerequisite criteria, but the potential benefits could be worth it.
I once dismissed a budding Accountant with a forklift driver’s CV for a finance role as agency desperation. Today, I’d think twice – clearly role dependant of course. Fresh perspectives can be invaluable, challenging long-standing practices and bringing innovation.
Hidden Profit – Operational Time Savings – Enhanced CX
Fresh perspectives can be eye opening, if you are receptive to ideas think of what these could bring. Changing things which have been staring at you all these years by allowing someone that freedom to challenge.
But for this to work, the wider organisation must embrace a culture that values these new viewpoints, ensuring that the team doesn’t see senior management as out of touch for hiring an outsider.
Recruiters, Are You Providing the Best Service for Your Clients?
As a recruiter, are you offering your clients alternative perspectives? With hundreds of applicants for many jobs, measurable criteria are necessary, but how can we incorporate this different perspective? Can an outsider provide a fresh viewpoint compared to an industry insider? Perhaps clients are too nervous to step out of their comfort zone and need more nurturing.
The mantra ‘recruit on attitude, not skills’ is often heard, but are employers willing or able to bridge the skills gap and invest the necessary time?
Connect with me for more thoughts on how to make positive changes in your business at ian@zestbc.com or comment below
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