The vast majority of employers will pass over applicants with limited or no relevant work experience in favour of those with more of a track record. However, in practise, experience isn’t always predictive of success. We’re here to disprove the conventional wisdom in recruiting and present five arguments for why it can be beneficial to consider candidates with less experience in your field.
First, it’s necessary to have both hard and soft skills.
Almost all hiring managers have undoubtedly been in this situation: you find a candidate that seems ideal and checks off every box on the job description. After they are hired, though, you notice that something is strange with them.
Soft skills, such as critical thinking, problem solving, leadership, and work ethic, are more difficult to teach than more tangible ones like operating software or presenting items in the way your organisation does it. Therefore, it is likely that you are passing over the ideal applicant when you screen them out solely on the basis of their lack of experience.
The second is that they can provide a new perspective and new ideas.
Creativity and differentiation are the results of thinking beyond the box. The best ideas don’t always originate from within the industry, though. It’s true that seasoned experts in a field can sometimes think of something completely new. However, their originality is often standard fare due to their extensive prior experience.
On the other hand, someone with no prior knowledge may be able to view your problems in a new light and suggest novel solutions. And you may trust that the outcomes can be mind-blowing.
Third, they might be more flexible.
There is a lot of uncertainty in the market, so being able to quickly adjust to new circumstances is becoming increasingly important for businesses. The same holds true for workers; they must be adaptable and able to shift their focus as necessary.
It’s not easy to change someone’s way of thinking. It may be easier to implement changes and your preferred work style with new hires who haven’t established their own habits and routines yet.
They have room to increase their level of fervour (4).
Unfortunately, as we become accustomed to doing the same things over and over again, we lose excitement for them. As a result, it’s reasonable to assume that the more seasoned workers will continue carrying out their duties in the same routine manner.
However, new hires tend to surprise with their level of curiosity, enthusiasm, and drive for improvement. If you’re seeking for someone who can rethink and enhance how your company does business, taking a chance on a new employee and training them can provide you a competitive edge.
Fifth, they can add a new dimension of variety.
Gains in both revenue and staff retention can be attributed to a more diversified workforce. Increased inspiration and progress can be expected from a team that reflects the full spectrum of human experience. Having a workforce made up of people from a wide variety of backgrounds is proven to increase productivity, encourage open communication, and inspire novel answers to business problems.
Having second thoughts about hiring someone with no prior relevant work experience?
You might go the safe route and look for someone with similar experience. However, keep in mind that you may also be dragging around the problems of your rivals. Then why not try something new? Someone who is enthusiastic and eager to learn is likely to be found. Consider this the next time you’re reviewing applications for a job opening…