Why do people change careers?

The motivation behind a career shift can vary by person, and many people have multiple reasons for trying out a new industry. Some people realize the career path they chose when they first went to college or entered the workforce isn’t what they want to do anymore. They might discover a new passion or realize they chose their original job for the money. Others experience employee burnout, especially in demanding fields, such as healthcare or education.

Some career shifters are looking for different working conditions. Perhaps they’ve worked in retail, hospitality or healthcare and are tired of the long or inconvenient hours. They might want to move to a less stressful industry or one that’s known for being more positive. Some career changers feel different industries will have more advancement opportunities or allow them to make a greater difference in the world.

Reasons to hire a career shifter

Why should you consider a career shifter when you’re hiring? It seems easier to hire someone who already has experience, but it can be difficult to find experienced job applicants, especially in a tight job market. Here are some powerful reasons to expand your search to people who are changing careers:

• Transferrable skills: A career shifter might not have industry-specific skills, but many skills are transferrable. Look for skills or experience that can apply to your vacancy. Examples include management, social media management, training, customer service and technical skills.
• Passion: Job seekers who already work in the industry might be burned out or less passionate than they once were. Someone who chose your industry as their new career path is likely enthusiastic about it. It’s interesting to them, and they want to learn as much about it as possible. That passion can translate into a hardworking, highly productive employee.
• Expanded talent pool: Specifically recruiting career shifters can give you more potential candidates for your vacancies. That can be especially helpful during labor shortages when you struggle to attract new talent.
• Adaptability: Job seekers who’ve worked in more than one industry are often highly adaptable. They have experience working under different managers in various settings and as part of diverse teams. Bringing that adaptability to your organization can help the candidate settle in well and handle change with ease.
• New perspectives: Industry insiders often listen to the same experts, follow the same best practices and think about the business the same way. An outsider can bring a fresh perspective that could make you rethink how your business functions or inspire creative solutions for your common issues. Concepts from their previous industry could be adapted to your industry.

Ways to attract career changers

When you’re hiring, having a large number of applicants lets you be more selective. While you might not only want career shifters to apply, intentionally including them in your search can help you add depth to the candidate pool. Here are some ways to help attract career shifters in addition to people who already work in your field.

1. Rework your job descriptions

Now is a good time to comb through your job descriptions to look for phrasing that could discourage a career shifter from applying. For instance, if you require a specific degree in your field, someone with a different degree might not apply. Likewise, requiring a certain number of years of experience in your field might disqualify a career changer who could bring a lot to the table.

Consider alternative experience or education that could be useful for the position, or be more flexible with what type of requirements you have. You might label requirements as preferred instead of required. Rephrasing your job descriptions could encourage more people from other industries to apply.

2. Offer attractive benefits

Your salary ranges might be based on experience, but that doesn’t mean you should offer a career changer a salary that’s below industry standards. While career shifters might have more to learn than someone with experience, they still need a fair wage and great benefits. Offering an attractive compensation package helps attract more applicants, whether or not they have industry experience.

Consider the perks that someone who’s changing careers might need. Tuition reimbursement can help them earn a degree in your industry or earn credentials that can help them succeed. Flexible scheduling and remote work can help someone who needs a more flexible schedule to take care of their kids or attend college classes.

3. Support development

Establishing career change programs within your company that support people from other industries can help you attract more applicants. Create a thorough onboarding process that acclimates new hires to your company and the industry. Having in-house training sessions on the software, tools and processes you use can help newbies to the field catch up quickly. You might also look for outside training opportunities to streamline the process of learning the skills and background they need for the position.

Having an individualized development plan is ideal since careershifters might come from different industries. Someone from a related field might not need as much background knowledge as someone from a completely different business. Sitting down with a new hire to assess their skills and identify their gaps helps you customize their progress.

4. Look in new places

You likely have your usual spots where you find job candidates and advertise your openings. Some of those might be industry-specific, such as an online community, industry message board or professional organization. Broadening those options can help you reach potential job changers.

Think about related careers that could transition easily into your vacancy. For example, if you’re hiring for a corporate trainer position, you might target teachers for a career change. Expand to teacher-specific options to find people who want to leave the classroom, or use paid advertising with a target audience of teaching professionals.

5. Rethink how you review applications

It’s common to use applicant tracking software or other automated options to review resumes and choose people to interview. However, these methods will likely eliminate many career changers who might not have the keywords on their resume to pass the screening. Consider expanding the types of details you look for using these automated systems, or do more manual resume reviews to find people who are new to the industry.