In an increasingly competitive and fast-paced labor market, we believe that nobody should be discounting the potential that mature candidates bring to the conference table. Building a culture that encourages creativity and innovation is a mission-critical strategy for forward movement and sustainability. These youthful mavericks enjoy taking risks.
They see these gambles as necessary systems of trial and error that lead to true innovation. And although business leaders want what these creative types have to offer, many become reluctant about how independent non-conformists can be recruited and then integrated into established work cultures. To ensure the proper functioning of a well-oiled machine, employers need established and experienced professionals who can maintain order and temper the risk-taking of creative mavericks.
Candidates in their 40s and 50s, with their longer resumes and list of accomplishments, have seen it all. The background, achievements and history of older candidates are also well documented, making them easy to assess and place for recruiters. This removes much of the guesswork and gambling that infuse the hiring process with young workers who may have only one or two jobs under their belts.
Hiring older candidates removes the uncertainty from both the recruiting process and the daily administration of corporate operations. They may not fully recognize the reflection they see in their mirrors each morning. For twenty-somethings fresh out of college, changing careers can be as frequent and sudden an exercise as changing majors. Their quest to grow can sometimes make them greater flight risks. Older candidates are considerably more likely to be grounded. They have cultivated their identities and their work ethics.
In short, they know precisely who they are -- their strengths, abilities, potential and areas of improvement. The self-awareness of older talent better positions them to be strong and candid communicators, mentors, soundboards for lessons learned and best practices, and pillars of patience in times of change or disruption. As organizations focus on business models that emphasize smart, lean operations, ideal candidates tend to be those who can wear many hats. Inexperienced workers also bring some drawbacks to the table.
If they're fresh out of college or haven't worked in a professional setting before, it can take time to adjust to accepted modes of conduct.
Similarly, it can take some time to develop a sense of comfort and belonging - something many successful experienced workers have already developed. Training is another important consideration, although it's more of a short-term issue than a long-term one. Inexperienced employees will need some time to get up to speed with their specific duties, although this isn't an issue for competent workers, whether they're fresh out of college or have many years of experience, as time goes on.
To learn more about effectively recruiting both experienced and inexperienced workers, get in touch with an expert consultant at Beacon Hill Staffing Group today. You are leaving the Beacon Hill division you have been exploring.
It might even surprise you when they do bring innovative ideas to the table. For that reason, hiring a candidate with no experience in your industry can actually be extremely beneficial. For that reason, the ability to think outside the box is a skill that most businesses need in order to succeed.
In addition, they should be keen to put in as much work as possible to learn the hard skills that are necessary for the role. They efficiently fill the skills gap within your organization and often bring strong communication and leadership skills to the table.
Choosing to hire and train new employees who have no experience in your industry also can result in enormous advantages for your business — just in different ways. They may be more eager to learn new processes than their more seasoned counterparts and may have fresh perspectives on ways to approach situations or processes because they lack knowledge of industry best practices.
According to Forbes, there are five great reasons to hire someone who lacks industry experience:. While the benefits of hiring experienced employees are apparent, their expertise often comes with an equally as impressive price tag.
Much like the cost of a fully loaded computer, an industry professional with more than 10 or 15 years in the field will demand a significantly higher salary than inexperienced employees. While inexperienced employees will cost you less in terms of salary, they will require significantly more time, training, and resources to learn about your industry and ramp up their knowledge, skills, and productivity. In the debate of experienced vs inexperienced employees, seasoned pros often have a wealth of information and best practices they have learned to fall back on when working.
This means that they will need to break old habits and learn how to perform tasks the way your company prefers. Experienced candidates sometimes think that they can land almost any of the jobs for which they apply.
When you hire employees who are new to your industry, however, you can develop a relationship that can create loyalty to your business.
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