It is a no-brainer. But, is it?
It seems like a no-brainer to hire someone who has experience in your industry. They'll hit the ground running for sure.
But, people are generally creatures of habit. So, when you hire industry experts, chances are they'll continue doing their job the way they always have.
When you are aiming for real innovation . Or, at the very least, diversification from your competitors . This choice is never a no-brainer. If you continue to hire industry experts, can you then expect big changes in the results?
“We can't solve problems by using the same kind of thinking we used when we created them.” ~Albert Einstein
Are you looking for a change? Then it is not a no-brainer.
Are serious about making changes in your organization and re-think the status quo? I've learned that a new employee with a different mindset will help you achieve exactly that.
Markets change fast. This means being stuck in the past will be disastrous. Diversifying the expertise in your workforce is not a choice anymore. It is a necessity to enable growth, innovation, and change.
Since people are creatures of habit, ‘newbies’ often transfer what they've learned in other industries. They will have a fresh take on how the organization rolls.
This will lead to them asking a set of simple questions that industry experts no longer dare to ask. Answers to those questions will put the daily operations in a new perspective. Especially for organizations looking for real change.
If you look at my LinkedIn you can see I have made a habit of jumping into varying industries. I avoid becoming a one-trick pony because I enjoy being the newbie.
First, it keeps me on my toes to learn new things which I enjoy. Secondly, the fundamental skill set as a CTO transfers quite well across industries. Last but not least, the experiences within previous industries have always helped me deliver a positive impact on new ones.
“It is not the answer that enlightens, but the question.” ~Eugene Ionesco
Think different, accelerate change
Talent is scarce, yes, but less scarce with broader requirements. Using less specific requirements will introduce you to a way bigger talent pool that you can use. It might even speed up the hiring process.
Start killing two birds with one stone by being (a lot) less specific about the skills you think you need. Do not forget that many skills are transferable. So, look for people that fit your company culture and your way of thinking. Those are the people that will help you change with impact.