The Myth of Transferable Skills

Job seekers believe they can readily transfer [change careers/jobs] because their skills are the same across industry, business, organizations, etc.  For example HR is the same in marketing as manufacturing, project management in telcom is the same in supply distribution, and business analyst in health care is the same as defense industry.

Not true.  Candidates from different industry or trade background represent three factors to hiring authorities:

1. Risk-because the candidate won't or can't adapt/learn the new business
2. Cost-expense to train new individual unfamiliar with new environment.  Lack of productivity until new person learns how things done here. 
3. Controversy-why hire outside industry, safer to pick someone who has already performed work in this field.  Less hassle to select/promote someone from within the organization. 

Work-Around

Three factors to overcome or make these factors less of an issue. One or all three factors may be needed.

1. Loyal Link-candidate needs a champion inside the organization to promote them to hiring authority and other interested parties.  Think brand advocate, someone to create buzz for candidate
2. Platform of Employment- when candidate currently has a job, but is willing to sacrifice existing employment for the risk of new career makes them more interesting.
3. Avocation becomes vocation-candidate is currently doing something for free or without any intention to make a career of it.  Demonstrates that they are truly passionate and committed to this new career.

As career coaches, Abba, said Take a Chance on Me , is asking hiring authorities in today's employment market place to make a tough call.  Easier to go the safe route and pick one with industry experience.

 

 

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