Traditionally, employers make hiring decisions based mainly on competence, requiring a minimum number of years of experience from job applicants. The truth is though that although a candidate may lack the experience, they may have great potential. As a result, this can lead to employers overlooking such candidates even though they are capable of performing exceptionally well. In fact, there can be some great advantages if you decide to hire someone with no experience.
Here are some of the top reasons to consider the next time your organisation is preparing to fill a position.
It can be challenging for a candidate with no work experience to get a job and so it’s likely they will be looking for permanent work. Experienced individuals are usually in high demand and so it is easier for them to move on once better opportunities come their way. That’s why they’re more likely to resign than an inexperienced candidate if the grass is greener on the other side. When you hire someone with no work experience, it is likely they will appreciate the opportunity and remain loyal to your company in order to build a professional profile. After all, because you’ve spent time training them and given them the opportunity to learn, work and grow, your new recruit will be eager to please and prove that you’ve made the right decision.
It’s cost-effective to hire someone with no experience
One of the most common recruitment challenges is the hiring budget. Since employees are paid based on experience and qualifications, experienced individuals will ask for a higher salary. However, an inexperienced candidate is more willing to work with the budget you have available. That’s because they are newly entering a field and their expectations for compensation are often relatively low. In turn, this helps save you money until you have developed an employee who is worth the higher pay.
Candidates with high potential and low experience are willing to adapt
Candidates with no experience are willing to learn and work hard to prove that they deserve the job. They will go the extra mile and compensate for their inexperience. An experienced candidate will be knowledgeable but sometimes it may be more difficult for them to adapt to changes. They may not be as flexible especially if the industry is different from their previous roles. An inexperienced person is likely to be very willing to learn and grow in order to adapt to the organisation’s culture. They are eager to learn new skills and will humbly take advice and constructive feedback. On the other hand, an experienced employee can be difficult to curb when used to certain procedures.
Experience doesn’t equal performance
Prior experience doesn’t always guarantee a certain level of performance. It’s easy for an employee to become stagnant and stuck in a rut after doing the same job for a long period of time. While they may have a lot of experience, that could be years without any truly significant change, results, or personal growth. Bringing extensive knowledge to the table is great, but if they’ve become bored and are no longer passionate about what they’re doing, they’ll bring that lack of motivation to your company.
On the other hand, job seekers with low work experience tend to have a fresh perspective and be more willing to ask questions. These higher levels of motivation, passion, and curiosity can make all the difference, increasing your team’s innovation. Making a new hire isn’t just about whether they have the right skills to fill your needs. Most importantly, it’s whether they’re willing and able to keep learning new ones. This will push your business to grow and keep providing more value for your customers.
By deciding to hire someone with no experience you can positively contribute to social responsibility. Your company will be making a difference with a positive impact on society. You can offer internships for college graduates and help them to transition into the working world. Establishing a connection between a company’s CSR policies and recruiting staff can lead to significant talent acquisition and talent management gains. Bridging the CSR “knowledge gap” between recruiters and potential candidates can help attract talent and staff companies with individuals with similar values.
If you are looking to kickstart your recruitment process or you’re in the search for quality candidates, visit Zoek today and find out how our job board can help you fulfil your goals.
Interested in finding out more about the subjects raised on this page?
Simply click on the tags below to read related blog posts...