In my work as a career transition coach, a frequent topic of discussion is relevant industry experience. More specifically, pursuing a potential role where you don’t have the desired industry experience. The recruiter tells you that your skills and other experience seem to be just what the organization wants otherwise, so she includes you on the short list of candidates. After 3 rounds and 2 months of interviewing you are even more excited about the job. Then you learn they’ve extended an offer to someone from a competitor with deep industry experience. Was it a waste of your time? Did you ever have a chance?
Most role requirements have a strong bias for relevant industry experience; usually recent experience. It’s part of the risk mitigation mind-set that is a part of every selection process. Is there anything you can do if you don’t have it? Of course!
1. Acknowledge it up front.
Raise the industry gap early in the conversation. Ask about the true importance of industry experience and the reasons behind it. What has the hiring history been for these types of roles? Understanding the view and how you can fortify your candidacy appropriately is so important early. You also don’t want to waste time if it’s a very low probability that they hire outside the industry.
2. Tie your experience to key characteristics of the industry or company.
Spend time researching and understanding the idiosyncrasies of the particular industry. Identify 2-3 key characteristics that you can draw clear comparisons to things that you’ve accomplished. For example, a consulting firm would want you to understand consulting. Do you have other professional services and high talent management experience you can tie to this role and company? Try to use relevant industry language as well.
3. Point to examples of successful outsiders.
Look for examples of successful executives in the industry that have transitioned from other backgrounds. One or two examples of known individuals who have been successful without that industry experience can help reduce the perceived risk for the hiring manager and the organization. “You’re right! They didn’t have that background and they’re doing great.”
4. Enlist a sponsor.
Leveraging someone well regarded by the company to recommend you allows you to go from a candidate with a strong resume to an endorsed referral. Mary Beth, a strong HR leader in my transition networking group with a GE & pharma background, landed the lead role at a family run company in the wine business. The outgoing CHRO was a connection and supported her candidacy throughout the process.
5. Consider starting as a contractor or consultant.
Surprisingly, the bar or requirements for a contract hire or consultant are often different than for full-time hires. If you are finding resistance due to your lack of industry experience, you can suggest that the company bring you on as a 1099 hire for a fixed term. Once you’re in, your work and how you are fitting in will often overshadow any concerns of not coming out of the specific industry.
Lack of relevant industry experience does not have to be the death knell for your candidacy. Smart and proactive steps to take on the issue up front and demonstrate that you have thought this through can go a long way to helping you overcome that bias. You can help the interviewers answer the big question: how great a risk would she/he be by not coming from our industry? The answer: not a great risk at all given your overall strengths!
