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What are the best practices for hiring candidates with non-traditional backgrounds?

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Non-traditional backgrounds are becoming more common and valuable in the workforce, especially in fields that require creativity, innovation, and problem-solving. However, hiring candidates who do not fit the conventional mold of education, experience, or skills can be challenging for human resources (HR) professionals. How can you identify, attract, and assess the potential of these candidates, and avoid bias, stereotypes, or missed opportunities? Here are some best practices for hiring candidates with non-traditional backgrounds.

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Andrew G.

Empowering Professionals with Tailored Career Growth Strategies

1 Define your needs

Before you start looking for candidates, you need to have a clear idea of what you are looking for. What are the core competencies, values, and goals that you want to see in your new hire? How do they align with your organizational culture and vision? How flexible are you on the specific qualifications, credentials, or certifications that you require? By defining your needs, you can focus on the essential criteria and avoid ruling out candidates based on irrelevant or outdated factors.

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Andrew G.

Empowering Professionals with Tailored Career Growth Strategies
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To be successful at hiring candidates with non traditional backgrounds you first need to setup an objective hiring criteria. You need to be able to add a weighting to each criteria with the most important criterias having more weighting in terms if percentage out of 100. Having this weighting assigned to hiring criteria will help you distinguish between critical hiring attributes you cannot compromise on and non critical attributes which you can be flexible with and can be negotiated. Then when it comes to culture alignment, define a set if questions which will give you a sense of the candidate’s values and ethics and define how best those questions could be answered, but keep your mind open.

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2 Broaden your sources

One of the best ways to find candidates with non-traditional backgrounds is to diversify your sourcing channels. Instead of relying on the same job boards, referrals, or networks that you always use, try to explore new avenues, such as social media, online communities, events, podcasts, blogs, or niche platforms. You can also partner with organizations that support underrepresented groups, such as veterans, immigrants, women, or people with disabilities. By broadening your sources, you can reach out to a wider and more diverse talent pool.

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Andrew G.

Empowering Professionals with Tailored Career Growth Strategies
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In my experience, depending on who you are, it is your network (online or offline) which would give you some leads to quality candidates of the non traditional variety. So if you are a business owner, career recruiter or HR, it is very important to maintain a diverse network of people around you, locally and internationally. The use of social media, mainly LinkedIn, Whatsapp groups and telegram channels will definitely help you cast a much wider net to attract more diverse talent. Forget about regular job boards and portals if you seek to hire non traditional candidates, you will get a lot of irrelevant and low quality applications making the review task much bigger than it should be.

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3 Use inclusive language

The way you communicate your job openings can have a significant impact on who applies and who feels welcome. To attract candidates with non-traditional backgrounds, you need to use inclusive and respectful language that reflects your values and culture. Avoid jargon, acronyms, or terms that might exclude or discourage certain groups. For example, instead of saying "must have a bachelor's degree", you can say "equivalent education or experience". Instead of saying "minimum 5 years of experience", you can say "demonstrated ability to perform the tasks". By using inclusive language, you can encourage more applicants and show that you value diversity and potential.

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4 Assess skills and fit

When it comes to evaluating candidates with non-traditional backgrounds, you need to look beyond the resume and focus on the skills and fit that matter for the role. You can use various methods, such as behavioral interviews, work samples, case studies, simulations, or assessments, to measure the candidates' abilities, knowledge, and personality. You can also involve different stakeholders, such as managers, peers, or customers, to get different perspectives and feedback. By assessing skills and fit, you can gauge the candidates' performance and potential, and avoid bias or assumptions.

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5 Provide support and feedback

Hiring candidates with non-traditional backgrounds is not enough. You also need to provide them with support and feedback to help them succeed and grow in your organization. You can offer them orientation, training, mentoring, coaching, or other resources to help them adapt and learn. You can also give them constructive and regular feedback to help them improve and achieve their goals. By providing support and feedback, you can foster a positive and productive relationship with your new hires, and retain and develop their talents.

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Andrew G.

Empowering Professionals with Tailored Career Growth Strategies
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With candidates of the non traditional variety you must be ready to offer continous support, feedback and some kind of job coaching for the first 3 months atleast. This is to help them transition into the new role, adjust themselves to the culture and understand what really is required of them so they can hit the ground running and deliver their KPIs. Effective communication will become your most important tool and you will need to find a way to communicate with them in a way that they understand their role, how important it is and how it fits into the bigger picture.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for hiring candidates with non-traditional backgrounds?

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2

3

4

5

6

1 Define your needs

2 Broaden your sources

3 Use inclusive language

4 Assess skills and fit

5 Provide support and feedback

6 Here’s what else to consider

Human Resources

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What are the best practices for hiring candidates with non-traditional backgrounds?

1

2

3

4

5

6

1 Define your needs

2 Broaden your sources

3 Use inclusive language

4 Assess skills and fit

5 Provide support and feedback

6 Here’s what else to consider

Human Resources

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