Why hiring at a slightly less experienced level is good. Do you agree?

Why hiring at a slightly less experienced level is good. Do you agree?

I’ve had some interesting dialogue this week around the relevant merits of hiring a slightly less experienced candidate.


I remember attending a renewables HR conference a couple of years back and there was all this talk around a shortage of talent, spiralling wages, and retention.  Cue the war for talent.  All these points are still very relevant and I thought for hiring managers entering into the recruitment process for the first time or for more experience hirers looing to sharpen their ability to actually recruit, I thought there would be some value in sharing my thoughts on this again.

Evidence suggests that hiring at a slightly more junior role has various merits.  You bring employees into the business that are hungry, eager to develop and enthusiastic.  Of course, I’m making some sweeping stereotypical statements here, but on the other hand, a hire at the upper end of your pay scale is likely to mean there is little room to progress.  Perhaps it’s a like for like change, a steady-eddy.  Different business demands require different approaches and I don’t for one minute suggest that you shouldn’t look to hire someone when the situation demands it who isn’t “plug & play” ready.

However, hiring someone slightly less experienced is likely to have numerous benefits moving forward – they’re more likely to stay and less likely to leave.  Experience tells me that probably the number one reason for employees leaving is down to career progression.  Why is someone truly leaving their current role and can you offer what they want from their career in two, three or four years? Have you even asked them that at interview?  

With a chance to prove themselves and opportunity to progress, you can set clear career goals linked to progression.  Candidates feel they have control over where they are going and their career progression.  You end up with more motivated, driven an enthusiastic employees.

You also benefit the wider industry by bring on emerging talent.

As always, the needs and emotions of Human Beings are complex and volatile.  There’s no easy answer but hopefully this gives you some insight into one dimension of the hiring and retention process. 

What are your thoughts? 


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