Taking on Someone Who is Changing Careers

Due to the ongoing Covid-19 pandemic, people in job markets across the world are looking for new jobs, to do something new as their work. It has, quite literally, been decades since people were changing careers in these numbers.

According to a recent survey conducted by findcourses.co.uk, more than a third (35%) of people are actively looking to change careers. Strikingly, a huge 89% of people who are happy in their current roles are also dabbling with the idea of changing careers.

As much of a reset and adaption as this is for jobseekers and career changers, it is also a major change for employers. So, just how can employers embrace this sudden new normal?

Changing Careers

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Look at Funding Options

If you want to take advantage of this sudden new talent pool from which you can draw, then a good place to start is by looking at your funding options.

Training people takes time and money. While some organizations might be able to take on apprentices or a handful of trainees each year, taking on a greater number than usual might prove to be financially challenging.

In response to the pandemic, many national governments have set up funding chests. In the United States, this is happening at more of the state than the federal level. Either way, there is funding out there that can be utilized to help people change careers.

Consider Unsolicited Applications

Unlike fresh graduates, those who have been in the workforce for a while might use their networks to find opportunities. As such, your organization might receive applications through less conventional routes.

It might be a CV and a letter of interest sent to a general enquiries email, or a curious phone call made to your HR department. Either way, take the time to at least look at these unsolicited applications. In order to be more confident, taking soft skills courses could help you out at this stage.

HR professionals are now taking more into consideration the communication, leadership, and collaboration capabilities of their candidates, something you can easily refresh by going through programs like interpersonal skills training.

People who are looking to change careers and have sent an unsolicited application might well have transferable skills or relevant experience that not only makes them suitable to join your company but can also add value.

For example, someone who has worked in HR for many years but is now looking to go into sales will have transferable skills and a natural eye for people that will come in useful. In this case, getting skills with sales training beforehand will increase the chances of you completing your career change successfully. Therefore, it would be no great chore to train this person.

Always glance at unsolicited applications. It may just be worth your while.

Take advantage of professionals who are changing careers

According to a survey conducted by findcourses.co.uk, a little over a third of people are actively wanting to change careers, with almost 90% of those who are happy in their current roles flirting with the idea. As such, the talent pool for employers is larger than it has been in decades.

You should take full advantage of this by, first and foremost, looking at your funding options. Many national and regional governments have put funding pots in place to which you can apply for special funding to take on a new trainee.

You should also consider unsolicited applications. People might be reaching out to your organization through their networks rather than through more traditional channels. As such, experienced, educated people might be missed should your organization not consider unsolicited applications.

Author: Luke Sandford
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Luke is a writer and content producer at Educations Media Group. Currently based in Lund, he is originally from the UK and graduated from Goldsmiths College, University of London. He has written for several outlets and worked as an English teacher.

Andres for JobisJob

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