This is a topic that we discuss in the office a lot here at fólk recruitment particularly when we’re taking a brief from a new client.
As a candidate, it can be really frustrating when your experience is overlooked simply because you’re not coming from the “right” sector. It’s like being told that your skills and qualifications don’t matter as much as the industry you’ve worked in, even when the nature of the role itself is completely transferable.
I think the hesitation around hiring outside of an industry often comes from a comfort and risk-avoidance perspective. Clients might feel that someone from within their sector can hit the ground running faster because they already “get” the specific nuances, culture, and lingo of that industry. An HR Business Partner in Financial Services or Manufacturing could face very similar challenges – workforce planning, employee engagement, organisational development, and so on. It’s the core of the role, not the industry.
But here’s the flip side – clients sometimes don’t realise that broadening the talent pool beyond their sector could bring in fresh perspectives and innovative approaches that might not be commonplace in their industry. People from different sectors can often apply their experiences in novel ways that shake things up for the better.
From a candidate’s point of view, it’s disheartening to see that your abilities and potential might be dismissed because you don’t have that “industry badge.”
For clients, I think it would be helpful to focus on the core competencies needed for the role rather than the specific industry background. If the candidate can bring the necessary expertise, adaptability, and drive, they can quickly learn and adapt to a new sector, especially if you’ve got strong onboarding and training in place.
What are your thoughts on how clients could be better educated on the value of hiring outside their sector? Would you suggest any tactics for explaining the benefits of this approach?
