The job market is a battlefield. You, the recruiter, are trying to find the perfect warrior – a candidate with the exact experience, skills, and qualifications listed in your meticulously crafted job description. But what if that warrior hides in plain sight, wielding a different weapon – a set of precious transferable skills? This article will tackle the best tips for attracting top talent with transferable skills.

In today’s dynamic world, where industries blur, and technologies evolve at breakneck speed, focusing solely on industry-specific experience can limit your talent pool. Enter the mighty transferable skills—those adaptable assets that translate seamlessly across roles and industries. Communication, problem-solving, teamwork, and adaptability are the cornerstones of success in any field.

Why is Hiring a Candidate with Transferable Skills an Advantage?

Here’s a breakdown of why hiring a candidate with transferable skills is an advantage for you and your company:

For You (The Recruiter):

• Wider Talent Pool: You’re not limited to candidates with specific industry experience. This opens the door to a broader range of qualified individuals who might bring fresh perspectives and experiences.
• Faster Hiring: Assessing transferable skills is often quicker than evaluating in-depth technical knowledge. This allows you to move through the recruitment process faster and fill open positions quickly.
• Reduced Training Costs: Candidates with transferable skills often require less training on company-specific processes or tools. They can leverage their existing skills to learn new things quickly, saving you time and money.

For Your Company:

• Increased Retention: Hiring for transferable skills allows you to invest in employee development, which fosters growth and keeps employees engaged, leading to higher retention rates.
• Innovation and Agility: A team with diverse backgrounds and transferable skills brings a broader range of ideas. This fosters creativity and helps your company adapt to changing market demands or technological advancements.
• Future-Proofing: The focus on transferable skills ensures your workforce is adaptable to future changes. As technologies and industries evolve, your employees can leverage their transferable skills to learn new things and stay relevant.

Hiring for transferable skills allows you to build a more well-rounded, adaptable, and future-proof workforce, giving your company a competitive edge in the long run.

So, how do you, the discerning recruiter, attract these transferable skill superstars? Here’s your battle plan:

How to Attract Top Talent with Transferable Skills?

Sharpen Your Job Description

It all starts with the siren song that lures candidates in – your job description. Ditch the laundry list of technical requirements and rewrite it to showcase the transferable skills needed to excel in the role. Here’s how:

• Focus on the “Why”: Explain the role’s impact instead of listing duties. What problems does it solve? How does it contribute to the company’s mission? This attracts candidates who are passionate about the bigger picture and can leverage their transferable skills to make a difference.
• Use Action Verbs: Replace generic terms like “responsible for” with action verbs highlighting transferable skills. For example, instead of “responsible for project management,” say, “lead a cross-functional team to deliver projects on time and within budget.” This emphasises the problem-solving, communication, and leadership skills needed.
• Embrace Diversity: Ditch jargon and overly specific technical requirements. Focus on the transferable skills that can be honed quickly. This broadens your reach and attracts candidates from different backgrounds who might bring fresh perspectives.

Become a Skill-Hunting Detective

Resumes are treasure troves of transferable skills, but you need the tools to unearth them. Here’s how to become a master skill scout:

• Go Beyond Keywords: Applicant Tracking Systems (ATS) often filter resumes based on keywords. While they have their place, please don’t rely solely on them. Read resumes actively, seeking transferable skills mentioned in achievements, volunteer work, or hobbies.
• Behavioural Interviewing: The interview is your chance to assess transferable skills. Ask behavioural interview questions like “Tell me about a time you had to solve a complex problem” or “Describe a situation where you had to lead a team to achieve a goal.” These reveal how candidates have applied transferable skills in past experiences.
• Skills Assessments: Consider using skills assessments that go beyond technical knowledge. These can evaluate problem-solving, critical thinking, and communication skills, helping you identify hidden gems.

Expand Your Search Radius

Think outside the industry silo. Here’s how to cast a wider net and attract candidates with transferable skills:

• Target Relevant Communities: Look beyond traditional job boards. Engage with professional communities, alumni networks, or online groups related to the transferable skills you seek.
• Partner with Educational Institutions: Build relationships with universities, colleges, or boot camps focusing on transferable skills development. Offer internship or entry-level opportunities to attract fresh talent.
• Consider Remote Work: If your role allows it, advertise it as remote-friendly. This opens the door to a broader talent pool with diverse backgrounds and transferable skills.

Sell the Opportunity, Not Just the Job

Compensation and benefits are essential, but for top talent with transferable skills, the opportunity to learn, grow, and make a real impact matters, too. Here’s how to showcase that:

• Highlight Development Opportunities: In your job description and interviews, emphasise training programs, mentorship opportunities, or the chance to work on challenging projects that will help them develop their skills further.
• Showcase Your Company Culture: People don’t just join jobs; they join companies. Promote your company’s culture, values, and commitment to diversity and inclusion. This will attract candidates who want to use their transferable skills in a supportive and stimulating environment.
• Be Transparent About Growth: Clearly outline career paths and opportunities for advancement within the company. Show candidates how their transferable skills can be leveraged for future growth.

How to Build a Talent Pipeline?

Attracting candidates with transferable skills is an ongoing process. Here’s how to build a sustainable talent pipeline:

• Engage with Passive Candidates: 

Many skilled professionals aren’t actively searching but might be open to a good opportunity. Build relationships with potential candidates through networking events or informative career content on social media.

• Develop an Employer Brand: 

Build a strong employer brand that attracts top talent with transferable skills. Share employee testimonials on social media, participate in industry awards, and actively contribute to relevant online communities.

• Nurture Relationships: 

Don’t ghost candidates, even if they aren’t a perfect fit for the current role. Provide feedback, update them on future openings, and build a network of potential recruits with valuable transferable skills.

The Transferable Skills Benefits

In today’s ever-evolving job market, focusing on transferable skills offers several advantages for both you and the candidate:

• A Wider Talent Pool: You tap into a diverse pool of qualified candidates who may not have traditional industry experience but bring valuable transferable skills.
• Faster Hiring: Identifying transferable skills allows you to assess candidates more efficiently, reducing time spent searching for a perfect technical fit.
• Increased Retention: When you hire based on transferable skills and invest in employee development, you create a more engaged workforce with higher retention rates.
• Innovation and Agility: A team with diverse backgrounds and transferable skills fosters a culture of innovation and helps your company adapt to changing market demands.

Remember, transferable skills are the currency of the future-proof workforce. By adopting these strategies, you can transform your talent acquisition process, attract top candidates, and build a team that thrives in a dynamic world.

Additional Transferable Skills Recruitment Strategies

Here are some additional tips to take your transferable skills recruitment strategy to the next level:

• Develop a Skills Taxonomy: Create a clear framework that outlines the transferable skills most valuable to your company across different roles. This helps in consistent evaluation and talent mapping.
• Invest in Skills Development: Provide training programs and resources to help employees develop transferable skills. This not only benefits the company but also enhances employee engagement.
• Embrace AI-powered Tools: Consider using AI-powered recruitment tools to analyse resumes for transferable skills and identify potential candidates beyond traditional keyword searches.

Remember, the hunt for top talent is an ongoing process. By adopting these strategies, you can build a competitive edge, attract a diverse workforce with transferable skills, and unlock your team’s true potential.

Unlocking the Ideal Employee with Serand

Comprehensive Candidate Profiling

 “Serand doesn’t simply check skills off a list. Our assessments generate in-depth personality profiles, measuring integrity, attention to detail, and adaptability. This provides insights no traditional interview can match.”

Situational Judgement for Real-world Success

“Technical knowledge is only part of the equation. Serand’s job-specific situational judgement questions put candidates into realistic accounting scenarios. Their responses reveal how they think, prioritise, and handle challenges – critical for long-term success.”

Cutting Through Social Desirability Bias

“Serand’s assessments incorporate subtle social desirability measures, helping pinpoint trustworthy and ethical candidates. This adds a layer of security to your hiring process, vital when handling sensitive financial data.”

Identifying Hidden Potential

Serand’s personality profiling might uncover high-potential candidates whose resumes must reflect their full capabilities.

Beyond the Resume

Assessments reveal how candidates think under pressure, their communication style, and their ethical compass. These intangibles are impossible to gauge from a resume alone.

Ready to find employees with not just the right skills but the right mindset? Discover how Serand’s assessments unlock a deeper understanding of candidates. Ask us a question.