Greater moldability
Unlike those with lots of technical qualifications, candidates without significant work experience don’t bring past employer baggage with them, which means when they join your team, they’re starting on a clean slate. This makes them more moldable to your team’s needs and often more open to contributing to multiple areas of the company in order to discover both their greatest strengths and where they can bring the most value. Additionally, their lack of experience can translate to less defensiveness when it comes to feedback and greater receptiveness to alternative approaches.
More motivation
When candidates don’t join your team with an impressive track record or a sense of job mastery, they’re often more engaged and motivated to excel. In fact, a Gallup report found that new hires are actually the most engaged employee segment. If you take a chance on these team members, they’ll likely feel more committed to proving that you made the right decision, and their excitement can lead to greater skills development and impact in the long run.
New perspective
The lack of experience that these candidates bring to the table can actually help them provide new perspectives and outlooks. Their fresh eyes can lead them to ask critical questions that those already immersed in the company or industry may overlook. It can also allow them to offer creative solutions to problems and uncover hidden opportunities that those bogged down by years of experience may not think to consider.
Talent diversity
Being open to candidates without technical expertise can also open the door for more diverse talent and create opportunities for those who might not otherwise have had a shot. For example, low-income students who can’t afford flashy, uncompensated summer internships could still have highly relevant skill sets, perspectives, and promise. Forbes research shows that diverse teams deliver 60% better results, and data from McKinsey shows that diverse companies are 36% more likely to financially outperform their less diverse peers. So, prioritizing soft skills and potential, rather than technical experience, can enable a more diverse talent pool to bring tremendous value to your team.
Cost-effective
When the resume of someone who clearly doesn’t have relevant work experience reaches your inbox, you may be concerned that the applicant would need a lot of hands-on training and support. And while the need to invest more in their development is certainly something to consider, that cost is often outweighed by the lower salary expectations of these inexperienced candidates. Additionally, 94% of employees said they would stay at a company longer if it invested in helping them learn, per LinkedIn’s Workforce Learning Report, which is why doing so from the start can help you increase employee loyalty and retention.
So, how can you get the most value from your inexperienced hires? Try to create a balanced team of less experienced and more experienced employees working together to maximize the benefits of each and allow them to complement one another. Ask your team members with more years under their belts to help guide the less experienced joiners and share their best practices. And at the same time, encourage those experienced team members to ask new joiners to weigh in on strategies and approaches when relevant, because getting fresh perspectives can often prove extremely informative and beneficial.
