In the world of talent acquisition, job descriptions are our maps. They lay out the required skills, qualifications, and experience for the ideal candidate. Yet, in today’s dynamic job market, a growing number of exceptional candidates are being filtered out simply because they don’t fit the map. These are the “unemployable” candidates—the career changers, the ones with a resume gap, the self-taught professionals, and the individuals who have built their skills outside of a traditional corporate environment.

By clinging to a rigid checklist of qualifications, businesses are often overlooking a wealth of untapped potential, creativity, and resilience. Hiring managers are so focused on finding a replica of their last successful hire that they miss the one who could solve their next big problem in an entirely new way.

So, how do you recognise and hire your next great employee when they don’t fit your job description?

1. Focus on Skills and Potential, Not Just Experience

A candidate who has worked in five different industries might look “unstable” on paper, but they are likely an expert in adaptability, problem-solving, and collaboration. Instead of focusing on years of experience in a specific role, shift your focus to demonstrable skills. Ask questions that reveal a candidate’s ability to learn and grow.

• Look for transferrable skills: A teacher who manages a classroom is an expert in communication, conflict resolution, and managing diverse personalities. A self-taught web developer who built a complex personal project has already demonstrated initiative, technical skill, and a passion for their craft.
• Use skills-based assessments: Ditch the hypothetical questions and use real-world tasks. Ask a candidate to solve a simple business problem, edit a piece of code, or create a mini-presentation. This is the most accurate way to assess their current abilities.

2. Embrace the Power of the Career Gap

A resume gap is not a red flag; it’s an opportunity. The period could have been for travel, caring for a family member, personal development, or even a failed business venture. These experiences often build invaluable soft skills.

• Ask about their story: Instead of seeing a gap as an obstacle, ask the candidate to tell you what they learned during that time. A person who started and failed a business has gained deep insights into resilience, leadership, and a growth mindset. Someone who took time off to travel has likely improved their cultural awareness and adaptability.

3. Rethink Your “Cultural Fit”

A common mistake is hiring people who are exactly like your existing employees. This leads to groupthink and a lack of innovation. Instead, look for a “cultural add”—someone who brings a new perspective, a different way of thinking, and a unique personality that can enrich your team.

• Look for diversity of thought: Your next great hire might have a completely different background from anyone else on your team. This is a strength, not a weakness. Their unique perspective on a problem could lead to a breakthrough.

By moving past rigid job descriptions and learning to see a person’s story, potential, and unique strengths, you can unlock a hidden talent pool and find the exceptional, unconventional hire your business needs to thrive.