Non-Traditional Candidates
Definition
Non-traditional candidates are job seekers who may not fit the conventional mold for a particular role. These individuals might lack formal education in a field, have career gaps, or come from unrelated industries, but they bring unique perspectives, transferable skills, and a hunger to succeed. In today’s rapidly evolving job market, tapping into this talent pool can unlock innovation and diversity.
Why Non-Traditional Candidates Matter
Recruitment often focuses on traditional qualifications like degrees, certifications, or specific industry experience. However, organizations are beginning to realize that such rigid criteria can exclude exceptional talent. For instance:
Career Changers
Professionals transitioning to new industries often bring a fresh perspective. A marketing manager shifting to UX design might have insights into consumer behavior that a traditional UX designer may lack.
Self-Taught Experts
With the rise of online learning platforms, many candidates now acquire skills independently, bypassing formal education.
Life Experience
Veterans, parents re-entering the workforce, or retirees often have unmatched resilience and problem-solving skills.
The Business Case for Hiring Non-Traditional Candidates
Diversity Breeds Innovation
According to a report by McKinsey & Company, organizations in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.
Closing Skill Gaps
According to LinkedIn’s 2019 Global Talent Trends report, 89% of talent professionals indicated that when a new hire doesn’t work out, it typically stems from a lack of critical soft skills. Non-traditional candidates often excel in adaptability, communication, and critical thinking due to their diverse experiences.
Cost Efficiency
Hiring managers often spend significant time and resources searching for the “perfect” candidate. However, training a non-traditional hire can be faster and more cost-effective than waiting for a unicorn.
Real-World Examples
• IBM’s Apprenticeship Program: To address tech skill shortages, IBM launched a program targeting non-traditional candidates, including those without college degrees. The initiative has been instrumental in filling roles in cybersecurity, software development, and data analytics.
• Delta Airlines’ Flight Attendant Program: Delta actively recruits individuals with diverse customer service backgrounds, including hospitality, retail, and healthcare. This strategy enhances customer experience by leveraging transferable skills.
• Salesforce’s Pathfinder Program: Salesforce offers reskilling opportunities for military veterans and non-traditional candidates interested in tech careers. This initiative has not only diversified their talent pool but also fostered community goodwill.
Challenges and Solutions
• Bias: Recruiters may unconsciously favor traditional candidates. Implementing blind recruitment practices, like removing names and educational details, can mitigate this.
• Onboarding: Non-traditional candidates might need tailored onboarding to bridge skill gaps. Investing in mentorship and upskilling programs ensures their success.
• Buy-In from Stakeholders: Convincing leadership to consider non-traditional candidates may require showcasing success stories and data.
Stats That Prove the Value of Non-Traditional Candidates
• According to LinkedIn’s 2019 Global Talent Trends report, 92% of talent professionals and hiring managers agree that soft skills are equally or more important than hard skills when hiring.
• A report by the Burning Glass Institute found that 46% of middle-skill occupations and 31% of high-skill occupations experienced a reset in degree requirements between 2017 and 2019, indicating that many of these roles could be filled by non-traditional candidates with appropriate training.
Conclusion
Hiring non-traditional candidates is not just a moral imperative—it’s a strategic advantage. By broadening hiring practices, companies can access untapped talent, foster innovation, and create a more inclusive workforce. As the job market evolves, embracing non-traditional candidates is no longer an option; it’s a necessity.