As executive recruiters, when we talk about “fit,” that word encompasses the skills needed to match the company culture. We often discuss the idea of a square peg in a round hole when it comes to hiring and careers. Regardless of the responsibilities or the job requirements, we encourage our clients to take calculated risks on candidates who bring all different types of experiences and backgrounds.
For hiring managers and key decision makers, consider what someone with a nontraditional background can bring to the table. They bring a fresh perspective to your venue, attract new shows, rethink vendor relationships and improve overall customer satisfaction Ask the right questions and conduct your due diligence so that the learning curve is not too overwhelming for you and the unique hire.
As the job seeker, think about what differentiates you from others. What experiences have you had that others may not have? What deals have you negotiated that brought on successful wins? How do your credentials translate over to a given arena, ballpark or stadium?
Take a moment to evaluate what you haven’t done in either your job search or hiring processes. Employers, how can you make your staff different in order to move forward? Candidates, how can you better position yourself to be hired without being perfect on paper?
As the industry is ever-changing, finding the best talent and best “fit” should be an evolution process with the focus on benefiting the company as well as the individual’s career, long term.