Looking for a new position can be painful enough, but to be told you haven’t got the relevant industrial experience for a role, despite your skillset being seemingly perfect, well that can be crushing.
After all, how else are you meant to get industry experience?
But flip yourself round into to the shoes of the employer, and as a recruiter your role is to minimise risk and get a maximum return on investment as quickly as possible. Recruiters will naturally gravitate towards someone with industry experience who can slot into a role seamlessly and perform well from day one.
When you think about it like that, it’s obvious why companies and recruiters plump for the safer option. But are companies missing a trick?
I had the pleasure of meeting a well-skilled, very experienced salesperson last week called Jeremy. He was recalling conversations that he’d had with recruitment consultants in the previous week.
“They said I’ve got everything they’re looking for, but I’ve never worked in that industry so it would be pointless being put forward to the client as they’ve rejected a couple of other people like me,” he said.
“I can’t work it out – I’m a good salesman, and surely selling is selling? I pick up things quickly, and I’d even go on any training courses if they thought that might help.”
His frustration was obvious. I’ve known him for some time, and he is an awesome salesperson. He’s one of the most numbers driven people that I know and would be an asset to any company – so why doesn’t he get a chance?
It’s symptomatic of the jobs market right now that recruiting companies are being incredibly selective with who they hire. There is still a general lack of confidence in the overall economy and as a result, fewer chances are being taken.
All obvious stuff right? Wrong.
It’s a pretty myopic view on recruitment which doesn’t just infuriate candidates – it’s not good for recruitment consultant’s blood pressure either. Jeremy is the perfect example of a great candidate with outstanding transferable skills. He’s already worked in several different industries, picking each of them up with ease, yet despite his outstanding achievements, when his maternity cover contract comes to end, he’s not awash with opportunities to go for.
Without doubt a large part of that is due to the state of the economy, but companies really are missing out by not giving people like Jeremy a chance.
There are some truly great candidates out there that need that break, but for all the gentle coercion in the world, and regardless of just how good those candidates are, some hiring managers are simply not for budging.
I’m not saying that I don’t understand their position. As a business owner myself, I’ve been guilty of being over-selective with internal recruitment and looking for that absolutely perfect fit. The problem is that very often that person isn’t out there at that particular time, which in turn leads to procrastination and as a result the business doesn’t move forward.
I’m not saying that companies should take reckless risks – the interview process is all about minimising risk. My point is that by not delving a little deeper, or refusing to broaden what’s acceptable by concentrating on skills rather than industry knowledge, some truly great people might be passing you by.
Category: candidates, Career experience, Recruitment
Tags: Industry experience, trainee
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This article is absolutely true and the question of relevant experience is a source of serious frustration for candidates.
I am an Accountant qualified by experience gained in industry over the last 30 years. I was lucky this week to secure an interview but this was only by going direct to the client, after the recruiter said that they wouldnt be interested in QBE. This type of opportunity is rare and hence my comment about being lucky!
During the interview I learnt that the current incumbent was on paper the ‘best thing since sliced bread’ with all qualifications etc. But at the end of the day when faced with very normal problems (examples were obtained) “he just doesnt get it”. Now that on one hand gives me encouragement that this employer is now keeping an open mind and not sterio-typing applicants having previously been bitten, although the recruitment agent hadnt picked up on this. However on the other hand it is comments like this that so fuel my own frustration. I know that on a number of occasions my skill-set has fitted the advertised requirements perfectly but the employer, and often the recruiting consultant will not consider as I am not specifically qualified.
This situation also arises for certain industry specific roles. Manufacturing is one such regular area. Number juggling and comparisons/varience analysis is really day to day trade for most accountants, but I have come across a large number of jobs in manufacturing that will not consider a candidate if they do not have manufacturing experience. However how somebody can gain this experience if not allowed to join a manufacturing operation is tricky!
In conclusion, I believe that it is most often the employer who is being short sighted when it comes down to experience or specific paper qualifications etc. Although the recruitment agent is not entirely free from blame either. The problem for applicants is that there is currently too much choice out there which might appear to make others on paper a reasonable fit to client requirements. Quick fix scenario.
However to end on a positive note – if you are convinced that your experience can work for the client, then follow up the application and talk to the recruitment agent. If you can convince them that you are a good candidate for the role they will submit your CV to the client for consideration. Then all you can hope for is that the client will keep an open mind and accept that the agency have subnitted the best options for consideration.
Do try to remain positive and good luck fellow searchers.
Comment by Andy Brown — June 16, 2012 @ 10:03 am
There seems to be a focus on now – not six months or a year into the future. The requirements are to fill the gap that exists today and not where the company (and their people) will be in the short-term future.
This lack of vision and foresight will long term damage organisations, their people and the broader economy.
Comment by Kevin — June 17, 2012 @ 10:09 am