WHAT'S A "NON-TRADITIONAL" CANDIDATE ANYWAY?

Hiring non-traditional candidates can be a fantastic way to bring diverse perspectives and fresh ideas into your team. But what exactly does that even mean? Is this just the current "trend?" - or is there more to this?

Here are some steps to consider when looking to hire non-traditional job candidates to keep your costs down, and your quality and diversity up!

1. Expand Your Search: Look beyond traditional job boards. Consider using social media platforms, niche job boards, industry-specific forums, and networking events to find candidates who might not fit the standard mold.
2. Revise Job Descriptions: Make sure your job descriptions focus on skills, potential, and outcomes rather than specific educational backgrounds or previous job titles. Highlight opportunities for growth and learning within the role.
3. Diverse Interview Panels: Having a diverse panel conducting interviews can create an inclusive atmosphere and help spot candidates who may have been overlooked by more traditional interviewers.
4. Flexible Hiring Criteria: Be open to candidates with non-linear career paths. Someone who has changed careers or taken a different route might bring unique skills and perspectives to the table.
5. Offer Training and Mentorship: Non-traditional candidates might need additional support to transition into a new role. Providing training programs or mentorship opportunities can help them succeed.
6. Evaluate Success Differently: Rethink what success looks like in the role. Non-traditional candidates may bring different strengths that might not fit the typical success metrics.

Remember, the goal is to create a diverse and inclusive workforce where different perspectives are valued. Embracing non-traditional candidates can bring innovation and creativity to your team.