Embracing Rejection: How to Turn “Lack of Industry Experience” into an Advantage

"You are a great candidate; however, we have decided to go with someone with industry experience." If you’ve spent any time searching for a job recently, especially on LinkedIn, these words might sound all too familiar.?

For many, it’s a statement that stings—one that feels like an insurmountable barrier to the career you’ve been working towards or been in all your working career. Yet, rather than allowing this to be a setback, it’s time to reflect, adapt and embrace the situation. Not only for your own growth but also to influence the mindsets of those who are in a position to hire.?

A Recurring Scenario: The Quest for Industry Experience?

Just imagine you’ve found the perfect job opportunity. You’ve done your research, tailored your resume (as we all have) and had the interview. Everything seems to be in our favor. Then, we get the call or email that begins with a positive note about our candidacy but ends with a familiar explanation: “We’ve decided to move forward with a candidate who has prior industry experience.”

For many, this feels like a dead-end, particularly if you’re transitioning from another industry or just starting your career. It’s easy to feel frustrated or disheartened, but this response is not a reflection of your worth or abilities. Rather, it’s an indication of the conventional hiring practices that many organisations still adhere to. However, it’s possible to turn this situation into an opportunity—for yourself and for the recruiters and hiring managers who are making these decisions.

Reflecting on the Value of Non-Traditional Candidates

When a company chooses a candidate with prior industry experience over someone who might be new to the field but has a wealth of transferable skills, they might believe they’re mitigating risk. After all, someone who’s already familiar with the industry’s intricacies can theoretically hit the ground running. But is this always the best approach??

Recruiters and hiring managers, this is where I urge you to take a moment to reflect. Experience in an industry is valuable, no doubt but so too are fresh perspectives, diverse backgrounds and adaptability. Candidates without prior industry experience often bring a unique set of skills and viewpoints that can drive innovation and foster a culture of continuous learning.

Consider this: the candidate you passed on might have experience in a different industry where they honed skills in problem-solving, critical thinking, or leadership—skills that are universally valuable and can be applied in your industry with equal, if not greater, success. This has been a lived experience during my long career in Talent Acquisition. By focusing too narrowly on industry experience, you may be overlooking potential game-changers who can contribute to your organisation in ways that go beyond the usual expectations.

The Applicant’s Perspective: Turning Rejection into Resilience?

For those of us who’ve faced this obstacle, it’s essential not to see it as a dead end but rather as a prompt for growth. If you’re receiving feedback that you lack industry experience, consider it an invitation to refine your approach and bolster your qualifications.?

1. Leverage Your Transferable Skills: Start by mapping out the skills you’ve developed in your previous roles, even if they were in a different industry. Leadership, project management, communication and analytical thinking are just a few examples of skills that are highly valued across various sectors. Highlight these in your resume and cover letter, making it clear how they can benefit the new industry.?

2. Invest in Industry Knowledge: While you may not have direct experience, nothing is stopping you from becoming an expert. Invest time in learning about the industry you wish to enter. This can be through online courses, certifications, reading industry publications, or even networking with professionals already in the field. This will not only make you more knowledgeable but also demonstrate your commitment and enthusiasm to prospective employers.?

3. Network with Industry Insiders: Networking can be a game-changer. Engage with professionals in the industry through LinkedIn, industry conferences, or seminars. Seek informational interviews to learn more about the industry’s nuances. These connections can provide you with insider knowledge and, more importantly, help you build relationships that could lead to job opportunities.?

4. Showcase Adaptability and Growth Mindset: Employers value candidates who can adapt to new challenges and continuously learn. Emphasise your willingness and ability to learn quickly and adapt to new environments. Share examples from your past where you’ve successfully navigated unfamiliar territory, demonstrating that you’re not just capable of learning on the job but excelling at it.?

A Call to Action for Recruiters and Hiring Managers?

For recruiters and hiring managers, I encourage you to broaden your perspective when evaluating candidates. The traditional emphasis on prior industry experience might seem like a safe bet, but it can also be a limiting factor that stifles innovation and diversity in your team.?

1. Assess Core Competencies Over Industry Experience: When reviewing candidates, focus on the core competencies required for the role. Is the ability to lead a team, manage projects, or solve complex problems more critical than familiarity with specific industry jargon? If so, consider candidates from different industries who have proven these competencies.?

2. Recognise the Value of Diverse Backgrounds: Diversity goes beyond race, gender, or age. It includes diversity of thought, experience and background. Candidates from different industries can bring new ideas, fresh approaches and a different way of thinking that can invigorate your team and drive innovation.?

3. Create Opportunities for Growth: Consider implementing training programs or mentorship opportunities for candidates who may not have direct industry experience but show great potential. By investing in their growth, you’re not just filling a position but nurturing a loyal and capable workforce that’s tailored to your company’s needs.?

?Embracing a New Hiring Philosophy?

Industries & companies are rapidly evolving and so too should our approach to hiring. Whether you’re an applicant or a hiring manager, it’s time to rethink the weight placed on industry experience.?

For job seekers, this means taking control of your narrative, showcasing your transferable skills and demonstrating a commitment to continuous learning. For those in hiring positions, it’s about recognising the potential in candidates who may not fit the traditional expectations but can excel and bring new energy to your team and organisation.?

Amongst our Talent network, we can create a more inclusive, innovative and dynamic workforce, one that values the diverse experiences and perspectives that each individual brings to the table.