Why Consider Recruiting an Atypical Profile to Fill Vacancies

According to Statistics Canada's 2021 survey of employers, more than half of Canadian companies (56.1%) reported having difficulty recruiting employees who have all the skills needed to perform their jobs at the expected level.

If your organization is having difficulty filling vacancies, hiring a candidate with an atypical profile could be a winning solution. In addition to making up for the lack of qualified talent, doing so could boost your company’s growth and agility.

What do we mean by an “atypical profile?”

A candidate with an atypical profile is a person who does not correspond to the standards established for a given job in a given company. The recruiter or manager would not necessarily have naturally chosen this person to meet the logical needs of the role to be filled. The candidate's skills and experience are different from the conventional description of this type of job. Nevertheless, this exceptional candidate could have a beneficial impact on the team and the company.

For example, the applicant does not have the relevant degrees, but their diverse experience, versatility, and general skills are definite assets that would energize the team. They can help the team see things differently and innovate them to achieve their objectives.

The 4 main atypical profiles

Atypical candidates are distinguished by their differing education, their unusual career paths, and their personality.

They usually fall into one of the following four broad categories:

• Explorers have travelled the world and demonstrate a proven interest in unconventional experiences, such as working with NGOs or projects in foreign countries.
• Entrepreneurs are not afraid of risk, have run their own companies, demonstrate leadership, and value autonomy.
• Collectors of multiple degrees are highly educated in many fields and have diverse expertise.
• Autodidacts don't necessarily have a degree related to the role, but their curiosity is highly developed. They quickly learn by doing if the subject interests them.

The benefits of recruiting a candidate with an atypical profile

In addition to the need to widen your talent pool to counter the labour shortage and recruitment difficulties, hiring an unusual candidate has several benefits for your company.

Filling hard-to-fill positions

Candidates with an unusual profile are often motivated by the nature of the job and the contribution they can make to the company. They don't hesitate to apply for positions that attract fewer candidates if the values and challenges appeal to them. They are less likely to dwell on requirements and conditions. They know that they must first assert their motivation, their diversified skills, and their interest in the company. Usually less concerned with security and stability, candidates with an atypical profile may be more open to contract hiring or non-traditional arrangements with their employer.

Diversifying talent

Diverse hiring allows you to tap into a wider range of talents and skills. Candidates with an atypical profile have had an unusual career pathway, which has led them to develop their transferable skills and their ability to adapt. These individuals generally master skills that give them a so-called “agile” profile. They can occupy different positions and are better able to move freely within the company according to growth and needs. They are not limited to a linear career pathway and have less difficulty switching roles, provided the work on offer interests them.

Energizing the team

Adding a motivated candidate with a different background can promote a shift in teams' perceptions and their approach to problem-solving. This type of employee is often motivated to share their knowledge and propose innovative approaches. Often less worried about the possibility of failure, they are more inclined to lead their colleagues in stepping outside established frameworks to improve productivity and deal with challenges.

Going off the beaten track

Within a conventional structure, the expertise and knowledge of each employee is frequently organized into organizational silos. These invisible walls are obstacles that prevent team members from seeing things differently. Adding a new hire with broader skills and experience brings fresh insight into the team's methods and vision. Instead of defaulting to established habits, they don't shy away from being creative.

Adapting and learning quickly

It goes without saying that an exceptional candidate who has professional experience in many different areas has developed a certain aptitude for learning. Their toolbox is well supplied, and they know how use it. These individuals often show great curiosity and ask unexpected questions. They are generally able to adapt more easily and deliver value quickly. Another important benefit is that these people are usually more comfortable with change, chaos, and new things.

Taking advantage of intrinsic motivation

It's not uncommon for employees with unconventional backgrounds to go the extra mile to give their best performance. They are eager to prove their value to leaders and colleagues. They are aware of their difference, but also of the need to contribute positively to the company. Their positive attitude can therefore influence other employees and give them a boost by encouraging them to take a broader view. Intrinsic motivation also promotes a strong sense of belonging to the company, which helps to better retain employees.

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Diverse hiring can prove to be a beneficial solution for the company, and an excellent driver of innovation. In addition to energizing teams, employees with an atypical background have the potential to transform the organization in a positive way by taking a fresh look at processes and proposing innovative ideas.