#BestofFSCBlog : #Recruiting – Nine(9) Reasons to Hire a Candidate Without Experience. Focus on Skillsets vs. Experience.
With more and more candidates being hired who have little or no industry-specific experience, we need to think about why this is the case.
Here are 9 reasons you may want to consider doing it before you post your next job listing.
Inexperienced hires will require lower salaries than experienced professionals
Salary is one of the main hurdles when you want to hire someone with lots and lots of experience. From their point of view, they served their time, built up an impressive track record, and they should be compensated accordingly. There’s certainly nothing wrong with that, but it does mean that you’ll have to pay out more money to get the person you want.
Inexperienced workers, on the other hand, are far more likely to be amenable to starting at a lower pay grade. What’s more, if you run a business for a young audience that often is on a budget, it may be reasonable to look for beginner employees. They will show greater readiness to do various kinds of work for moderate pay. For instance, best college writing services do just that. All you need to do then to sweeten the deal is talk about their prospects for progression and you’ll have them motivated from day one.
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What Skill Sets do You have to be ‘Sharpened’ ?
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Negotiation is likely to be a lot quicker and easier
There’s a lot more to signing someone from a competitor than matching or improving their salary. They’ll likely have a list of perks and demands that will take considerable time to work through. An inexperienced candidate won’t come with any such baggage, and you should be able to agree on terms in a couple of quick phone calls or emails. Ideal if you want to get your new member of staff onboard as quickly as possible.
People always remember the boss who gave them their first big break
When you start hiring for potential, you have the advantage of fostering loyalty with your new hire. They’ll be grateful for having been given the opportunity which means that they’re going to be considerably easier to retain over the long haul. Ideal if you want to create a long-serving team that you can rely on for years to come.
Inexperienced people will not be wedded to a particular way of doing things
If you hire someone who has worked at a competitor for the past 20 years, then they’re sure to be able to tell you a lot about how they used to do things. Whilst this can be insightful, it can also slow things down.
Someone who has no prior experience won’t be tied to a particular way of thinking, or keen to promote a certain way of doing things that they’ve done in the past. This is ideal if you want to get someone onboard from day one.
They can be easier to assimilate into your corporate culture
When someone joins your company and it’s their first ever position, it’s quite easy to get them to buy into your culture. They’re far less likely to question why certain procedures are done the way they are, and if you tell them you would like them to dress a certain way when meeting clients, they’ll just get on with it.
This isn’t to say that experienced hires would make for objectionable members of your team. Rather than it is particularly easy to promote uniformity and group identity with someone who has no prior experience.
Candidates without experience will bring new ideas to the table
New ideas for products, services, and improving throughput should be welcomed with open arms. If you want to be able to stay ahead of your competitors, you need to promote a culture of innovation and creativity.
By bringing in candidates with no previous experience, you’re inviting people with different backgrounds and mindsets to the table. This can be particularly useful if you want to be able to discover the next big thing by turning current thinking on its head.
Even the best and brightest will start with no experience
There was a time when the CEO of any company in the world was a new hire with no experience. This means that it’s wrong to dismiss people purely because they can’t demonstrate as much experience as some of the other applicants.
If you structure your application process so that it challenges people, then you’ll be able to see firsthand how each of the applicants approaches a problem. If you can create a practical problem they need to solve in the interview then this is a great way to see how their mind works. Not only that, but if you can make it a problem no one has tackled before, then you can ensure experience has a limited role to play. This is the secret uncovering the difference between intelligence and familiarity.
It allows you to recruit from outside your own narrow niche
Some people will think that by looking at applicants with less experience, you’re bound to get nothing but under-qualified new hires. Not only is this untrue, it also closes your eyes to the fact that you’re often recruiting from the same narrow talent pool.
In today’s world, the job market is awash with specialists. Each works in their own narrow sector, has its own jargon, procedures, and ways of doing things. Sometimes by going outside of your own immediate niche, you can connect with people who are extremely talented, but have been working in seemingly unrelated areas. Make a virtue of their different approach to doing things, and it’s your business that will reap the rewards.
They are more likely to work harder to prove themselves
You want your staff to be loyal, and you also need them to be motivated to do the best job they possibly can every single day they come to work. If you hire someone with little or no experience, and then tell them that they will progress quicker if they work harder and do a better job, they’ll produce an incredible level of output.
This is ideal if you want to create a culture in which everyone feels empowered to improve as individuals, and to make a telling contribution to the progress of the company as a whole.
About the Author: Daniela McVicker is a Career Coach and a major contributor to our FSC Career Blog & to RatedbyStudents . She’s also a business communication coach, helping future job applicants to write business emails to help them achieve success on their career paths.
FSC Career Blog | July 8, 2019 | Daniela McVicker- FSC Career Blog Guest Contributor
