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

  • Passion

    One third of people wanting to change careers are motivated by aspiring to do something more fulfilling. This kind of personal and professional ambition can be inspiring, and certainly you want people with this kind of character trait in your business.

  • New ideas

    People who come into your business from different backgrounds and different careers can bring real worth to your organisation. They bring value in terms of new ideas and a fresh approach and can re-invigorate the business and their co-employees. They can also bring a wide variety of skills, a new perspective on established practices, policies and procedures, and can also be well-rounded thinkers. You need your workforce to be inquisitive and challenging in order to keep your business on the front foot and always moving forward.

  • Open-minded

    An employee who has changed careers is often open-minded with no preconceptions over your business or the industry you operate in. Because of how they approach the jobs market, they can’t afford to be rigid or narrow-minded, so they will bring creativity and collaboration. They will most likely be independent, flexible and able to adopt new habits. So a career change candidate is likely to be able to both lead and work within a team more effectively.

  • Diversity

    Employing people from different backgrounds and career paths welcomes diversity and energises your organisation. This practice and approach will also mean you are open to the best talent available

  • Willing learners

    Career change candidates will have smart, active brains that are willing to take on new scenarios, information and procedures. Compared to the more established sectors of the workforce, this approach can bring value to the organisation. Where a candidate is willing to start at an apprenticeship or internship level, this demonstrates a lack of pretention and a level of sacrifice and commitment, which are positive attributes for new employees in your organisation.

  • Dynamic

    You do not necessarily want new employees who want to take risks, but recruiting a candidate looking to refresh their career does mean you will have an employee who is focused, driven and can show guts. In critical situations you need dynamic thinkers and people who can make key decisions. That is what a career change candidate can bring, because those qualities are inherent in taking the leap into a fresh career.

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.