The phrase ‘think outside the box’ essentially means to approach things from a different perspective. In the marketing sector, encouraging professionals to think outside the box is important, however, originality and great ideas cannot be forced. This is similar to recruitment, it is important to broaden your scope in order to access the broadest talent pool. So, in terms of the recruitment of marketing professionals, why is it important to think outside the box?The benefits of thinking outside the boxGenerally speaking, a hiring manager is looking for a specific industry background or a level of knowledge that only candidates from the relevant sector would possess. This approach can have its merits; there are many circumstances where prioritising specific sector knowledge makes perfect sense for an employer. However, considering candidates with the relevant transferable skills will enable you to operate within a broader pool of talent.Some of the best candidates that you could come across possess excellent transferable skills, and could walk into most roles irrespective of industry and perform well. Unfortunately, these individuals are too often overlooked because their experience doesn’t tick specific boxes when it comes to industry background.The positives of thinking outside the box and focusing on a candidate’s skill set over background are as follows:A larger pool of candidates – This is particularly relevant if you are recruiting a niche role. While a candidate may not have the right industry background, they may well have the skills to take on the role. Quicker recruitment processes – We’ve seen employers spend months recruiting a single role. Some roles can take time to fill, resulting in a loss of time and opportunity. Therefore, it may have been easier to widen the brief at the start of the process. A varied workforce – The most successful businesses are those that innovate. Bringing in a diverse range of people from different professional backgrounds will bring new ideas and creative solutions into your business. Most often those highly innovative businesses are the ones who focused on skill set rather than background when building teams. Personality fit – This is becoming increasingly important for all of our clients. Ever met the perfect candidate on paper but been disappointed in person? This happens the other way round as well. It is eminently worth meeting people who may not tick every box on paper; they may surprise you in person. Improved employer brand – Brand perception is important. Building a reputation for hiring similar professionals can damage your employer brand. It’s well known that employees thrive within a diverse workforce where productivity increases.Do you think outside the box?Employers who are open-minded about a candidate’s experience have reaped huge rewards. As the talent pool in the UK is rich and diverse, it is important for hiring managers to ask that all-important question, do I think outside the box? If you come across a candidate with differing experience, offering them a telephone interview to discuss their skills may highlight their suitability for the role. If you are interested in recruiting for top talent to your marketing organisation, why not get in touch with one of our specialist recruitment consultants for a confidential discussion. Alternatively, if you are looking for a new opportunity, create a MyPage account today.Ben CookSenior Consultant, Not for Profit & Public SectorMarketingLinksAbout usSalary comparison toolTestimonialsJobs in ScotlandBrowse for jobsInsight and adviceLinks10 Marketing skills driving the industry forward in 2018How to properly assess your marketing candidates in an interviewAre automation and artificial intelligence changing the way companies market th…Employee satisfaction: the key to attracting top talent and retaining customersCustomers first: the growth of customer experience as a specialismThe evolving roles of marketing professionalsIs a degree better than work experience?Career development in marketing: postgraduate degreesBuilding an inclusive workforce Why hiring managers should think outside the box when recruitingBenefiting from the ‘ultra mindset’ in the workplaceThe skills you need to stay competitiveMarketing and the modern law firmTop tips for recruitment in a candidate-driven marketHow to get a great job in the not-for-profit sectorCareer advice - the curse of the employer 'buy back'CVs for temp and contract rolesCompany branding - use it to attract talentIs sector experience really essential?Freelance and contractsThe importance of digital skills for marketersThe value of CIM accreditationConsidering an interim role in marketing?Eight tips to start your social media careerInterim marketing managers tell allThe benefits of working on a contract in marketingNews and updatesLinksOwn your digital presence: review sitesMarketing and digital: Combatting the skills gaps in a candidate-led marketHow might GDPR affect different business functions?Drive your brand image: take control of your marketing messagingHow to successfully transfer between marketing sectorsMeet Britain’s Future BoardInterview with Lyn MacDonald, Marketing & Sales Director at G1 GroupMarketing recruitment in 2015Interview with Fiona Harvey formerly Director of Corporate Communications with …PageGroup ladies event – From the boardroom to the shop floorMarket update July 2015 - marketing recruitmentInterview with top strategic marketer, Helen Warren-PiperInterview with Mark Davis, former Marketing Director at Brown-FormanDigital content jobs and demand in the NorthIs interim recruitment back?Marketing jobs in the MidlandsGreen shoots in the recruitment of executive marketing professionals?
