Detailing the specific benefits to an employer of recruiting a career change candidate.
Understanding what a career change candidate is
Recruitment can be a very expensive process for a business. You are often missing out on productivity whilst that position is waiting to be filled, but the recruitment process itself can be expensive in terms of advertising and the time and resources spent on filtering applications, interviewing, selecting candidates, agreeing employment contracts and induction training etc. For obvious reasons, recruiting the wrong employee can add even more expense.
In order to find the right employee, it is increasingly important that an employer does not discriminate in the recruitment process, and whilst that usually refers to grounds of sex, age, race or ability, it can also refer to candidates who are seeking a career change. Traditionally, career change candidates have represented a problem, because people believe they can be unreliable, unpredictable and prone to hopping from job-to-job at a moment’s notice. But employing a candidate looking to refresh their career can also be an opportunity for your business to think outside the box and employ an ambitious person who reflects the success you want your organisation to be.
Why recruiting a career change candidate can have benefits for your business
Attracting a career change candidate
It is increasingly the case in the employment market that an organisation has to match themselves to a candidate, as much as the other way around. So finding a career change candidate and agreeing a contract of employment can be a tribute to the qualities of your organisation, as much as it is a personal achievement for the candidate.
As a result of the qualities outlined above, this candidate will become an asset to your organisation, and because their personal ambitions are being match by your organisation, this is a mutually beneficial arrangement that will bring out the best in both the employee and the employer.