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"They gave it to someone with industry experience", is a commonly heard expression following an unsuccessful interview.
When hiring, it can seem like a no-brainer to go for someone who has industry experience. They know the jargon, understand the market, and have navigated similar challenges before.
This approach feels like the safest option, as it reduces risk and allows the new hire to settle in quickly without much hand-holding. But with so few people in marketing, when broken down to industry sectors, are businesses settling when others who could be more impactful?
Why Do Businesses Prioritise Industry Experience?
Of course, the preference for candidates with industry experience is rooted in practicality. A person who has worked in the same industry before brings with them a wealth of knowledge about competitors, market shifts, and customer expectations. This familiarity allows them to integrate more seamlessly into the business, reducing the learning curve and enabling them to contribute almost immediately. Essentially, hiring someone with relevant experience minimises the perceived risk, as they’ve already proven their ability to succeed in that specific environment.
Could Effective Measurement of Soft Skills be the Key to Better Talent Options?
But, industry experience isn’t the only factor that drives success. Soft skills—like communication, empathy, adaptability, collaboration, and critical thinking—are thankfully holding increasing value.
Traditional tools like psychometric tests can measure these skills, but they often don’t capture the whole picture. A more comprehensive approach might include behavioural interviews, scenario-based assessments, and 360-degree feedback, which can offer a better understanding of how a candidate’s soft skills play out in real-life situations.
When Attitude and Personality Count More
There are times when the right attitude and personality can be more important than industry experience. Consider a candidate who is passionate about the role, learns quickly, and takes a proactive approach to challenges. This person could bring fresh ideas and perspectives that someone who has been in the industry for years might not. Furthermore, a candidate who is highly adaptable and eager to learn could be more valuable in the long run than someone who knows the industry inside out but has lost their enthusiasm or creativity.
For instance, a marketing professional from the tech sector might introduce innovative digital strategies to a finance company that’s traditionally been more conservative. Someone from the hospitality industry could excel in an FMCG role because of their customer-focused mindset and high energy, even if they don’t have direct experience in that particular sector.
Non Industry Experience Could Give a Competitive Edge, When As
sessed Correctly.
While hiring someone with industry experience offers a sense of security, it’s not always the best or only indicator of a candidate’s potential. Some people have innate abilities, the right attitude, and a personality that will thrive in any industry and bring a business a competitive edge. Working with a trusted recruitment partner can help you identify these qualities, ensuring a fair comparison and ultimately leading to better hiring decisions.
If you're hoping to change industries in marketing or open to considering a recruitment approach to that enables you to assess non industry talent alongside professionals from your sector please get in touch.