Considering A Candidate With No Experience

Considering A Candidate With No Experience This is always a tricky decision for any hiring manager. Do you offer a candidate  an interview with the risk that  theyll have NO idea what theyre doing? Or do you take the  chance and become pleasantly surprised when they  turn out to be a GREAT employee! Either  way, both  outcomes  will depend on the candidate themselves. Look at what they DO have Do they have any relevant experience  on their CV? Do they have skills gained in previous  roles that could be easilytransferable into a potential new role? Customer service jobs are likely to indicate that the candidate has strong communication skills and can work well with others. Which may be of use for an entry level position. If the candidate has completed an internship or volunteered What role level are they applying for? Sometimes a job seeker may be tempted to  push their luck and apply for a job completely  above their skillset andexperience level (ie a graduate  applying for a senior manager  position). Although their  determination is admirable its a complete NO NO for hiring managers, who have to sift through all of the unrealistic applications. This is a time when a candidate with no relevant experience should not be considered. But instead try again when they have more experience -maybe in a few years time but not right now! Good try though! Have they been honest and truthful? A candidate  who elaborates on the truth will be putting their job chances at risk. So when the hiring manager or recruiter reads their CV they will need to work if theyre being completely honest. If the job seeker mentions in their cover letter that although they do not have a substantial amount of experience, they are determined to work hard and learn everything there is to know. This will be a positive sign that they are not scared to admit their lack of experience but instead, are honest and have plans to do something  about it. That can be demonstrated through their eagerness  to progress and kick start their career if someone offers them the opportunity to do so! Should you take the risk? If you can look past the lack of experience and see the potential, then the underqualified CV might just be worth the risk! But also if you can see the potential in the underqualified candidate  due to their honesty  then it may be worth your while inviting them for an interview. This will give you a better understanding for  if theyre right for the role and give the candidate a chance to express why you should hire them and overlook their  lack of experience. However A job opening that receives a high volume of applications, each of them filled to  the brim with experience. Will then make choosing a person with no relevant experience  not always the most practical decision.   Of course, time and resources play a key part in considering a underqualified candidate, due to the time and money needed to invest in them. Which some companies may not be in a position to do so. Would you hire an underqualified candidate or invite them to an interview? Have your say in the comments or tweet us @BubbleJobs