Increasing Your Candidates

Looking outside of your industry to expand your candidate pool

Jeremy Mlynarek avatar
Written by Jeremy Mlynarek
Updated over a week ago

In the client success team here at IdealTraits, we continue to see the same question arise throughout the hiring process: how do hiring managers get more candidates to apply to their job ads? That's a great question! If this is the case with you and you would like to read a great in-depth article about when you should seek experienced and inexperienced individuals, feel free to click here. It does a fantastic job of breaking down the pros and cons of looking for only those candidates who have a license. 

But what I want to do in this article is give our clients a concise analogy using some images of what it's like trying to hire only experienced candidates and explain why it's our advice to expand the search for those who have limited experience or don't have industry-specific experience yet. 

So let's start! Imagine that posting a job for an experienced sales representative or customer service representative without a license or industry experience is like trying to catch a fish out on a lake. 

You head out onto the lake and you see plenty of potential. The lake is vast and there's lots of room to throw out your line and catch fish. You're excited! That's the same for inexperienced candidates. There are candidates from different backgrounds such as retail, the food service industry, hospitality, other industry sales, or fresh out of school looking for a career to grow into!  These candidates can be trained and molded into the ideal candidate for your office and its culture. They can apply their previous skills with the skills you will train them in, and they might become the top sales or service representative at your business with time and guidance.

Now let's say your business still wants only experienced candidates. We understand that's the dream hire. That's someone from another company who wants a new opportunity or new fit and you're thinking "Perfect, they don't need training". However, candidates with licenses/experience are usually content with where they are employed. And they generally want to stick with the employer who trained them and if they're the best, what employee would let them go to another office anyway? These employers saw the value in taking an untrained candidate and turning them into a professional or specialist in their field; they've created that relationship. If you are willing to expand your search to candidates with no license or background, they could be trained to be your ideal staff member and grow for YOU and YOUR businesses. For the analogy, trying to hire someone from another office is like fishing in a puddle. 

You might find a fish in that puddle, and it would be an incredible day of fishing, but the odds are smaller than fishing on that lake or even a pond. It's going to be an easier hiring process if you keep your list of candidates as broad as possible and commit to training job seekers to be the employees you know they can be. Think about it: how did the sales representatives you're looking for get experience in the first place? An employer worked with them or gave them a chance. 

And if you're still on the fence about hiring inexperienced candidates, ask yourself this question instead of comparing the size of the lake or puddle. If you were to go fishing today, which area below would be more inviting?

Do you want the crowded lake where everyone is trying to catch the same fish, or do you want a portion of the lake all to yourself?

If you have any additional questions regarding this article please feel free to reach out, we are here to help.

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