Quick Takeaways
- Hiring from outside the industry can introduce innovative ideas and new best practices to your business.
- Transferable skills like finance, marketing, and management are often more important than industry-specific experience.
- A learning curve is normal; with proper support, new hires can adapt and excel in unfamiliar sectors.
- Focusing on skills rather than sector experience broadens the talent pool and enhances organizational growth.
When hiring within a sector, too often an owner or hiring manager looks only within the industry and fails to consider candidates from other verticals or even unrelated business sectors. A candidate with experience from another industry, however, can be a benefit.
Hiring is an opportunity to bring in fresh ideas, open operations up to new best practices and procedures, and hire the best candidate rather than limit hiring parameters to someone who did the same job for a competitor who might not offer the innovative perspective of someone with experience for the job, but not necessarily in the same field.
The Challenge
There are many arguments for selecting candidates with industry experience. Not only does the job applicant have the skills for the job—such as bookkeeping, sales, marketing, or customer service—but they also know the industry and how their skills apply to the job responsibilities.
Sometimes, the right candidate may be from another industry. That should not be a roadblock for consideration. There might be a learning curve or adjustment period, but the candidate can bring their skills and learn the industry.
This was the situation when Tanner Canfield was hired as financial administrator for the corporate office of Costa Oil 10 Minute Oil Change. Costa Oil operates more than 50 locations, including franchise shops. Canfield was hired after graduating from Shippensburg University of Pennsylvania with a degree in finance. Canfield had completed an internship at an insurance firm that spanned more than a year.
“My experience before entering the quick lube industry was quite limited. I had been an intern for an insurance broker, and this was my first job out of college,” Canfield says.
For Canfield, the insurance industry wasn’t a good fit, so he considered other industries to pursue his financial career.
Costa Oil was also not deterred by the fact that Canfield was new to the quick lube space. His skills in finance were enough to get him in the door and secure the job offer.
The Solution
More than a year into Canfield’s role at Costa Oil, he feels he has grown into the industry.
“I wasn’t really intimidated by the fact of the position being outside of my previous industry, it wasn’t an industry I wanted my career to be in,” Canfield tells NOLN. “And when it comes to finance and accounting, most things stay the same from industry to industry.”
Many skill sets and career paths can cross industries and verticals. Finance is one task that requires little transition. While mechanics and technicians are highly trained in specific functions, hiring managers should consider looking for the best candidate rather than “related” experience in fields such as accounting, sales, marketing, front-of-shop, and even management roles.
The Aftermath
Other employees at Costa Oil welcomed the new financial administrator. “I found that the employees inside of the company were very excited to having me join the team, even without my quick lube experience,” Canfield explains. “It was a position that was needed for the company, and these employees knew it would make their lives easier.”
A learning curve can be company-specific, not just industry-specific. Therefore, an adjustment period should be expected, not dreaded.
“There was definitely a learning curve to this. I’d say it took me about eight months to really get a feel for the quick lube side of things,” Canfield recalls.
Some of the particulars the administrator took time to learn included ordering, dealing with customers, and understanding how stores are supposed to operate. Costa Oil provided education and time for Canfield to build Canfield’s knowledge and experience.
The Takeaway
Finding the right candidate may sometimes require going outside of the industry—some out-of-the-box consideration—and it can benefit the business. It is the skills, more than the experience, that can often make a good fit an excellent fit for a candidate.
“I feel my skills that I brought to Costa Oil that were of value were my accuracy, frugal mindset, technological skills, and my self-motivation,” says Canfield. “With these skills I think that Costa Oil over the last year has made a few huge steps to becoming a great quick lube company.”
About the Author
Enid Burns
Enid Burns is a writer and editor living in Grosse Pointe, Michigan, and is a freelance contributor to NOLN. She has covered a wide range of topics from video games and consumer electronics to online advertising and business. When living in Manhattan for 20 years she did not own a car, and is often mistaken for that woman who brings her car to the shop and knows nothing. She has learned a great deal from writing for NOLN, but also learns from those shop owners who try to educate her on their services. Enid is a news junkie who spends evenings streaming TV shows and time off on long walks, bike rides, and fiber arts.