Traditional career paths were once the safest option for career progression and recruitment. The framework is simple: employees start at an entry-level position and slowly climb up the corporate ladder until they reach the most senior position available. However, linear career paths and traditional hiring practices that used to embrace this concept are no longer working. To build a resilient company culture, organizations must be able to evolve with a rapidly changing workforce.
Why people are embracing nonlinear career paths
More and more people are embracing nonlinear career paths for multiple reasons:
- Limited spots at the top: People are living and working longer, and technology has the potential to automate or eliminate roles – there are not enough senior roles to go around.
- Shifting values and priorities: Today, many employees prioritize work-life balance, personal fulfillment, and flexible career paths over traditional career advancement. Finding candidates with “gaps in their resumes” and cross-industry experience is more common.
- Versatility: With the development of technology, especially artificial intelligence (AI), the market is changing faster than ever. Experience currently in high demand may be obsolete in a few years, replaced by skills that might not even exist yet. Employees with a non-traditional career path will have more skills to offer and demonstrate the ability to thrive while continually adapting to new situations.
As we have seen, traditional hiring practices and corresponding corporate culture may limit creativity. Employees with nonlinear career paths and diverse perspectives cannot thrive in a traditional workplace with rigid structures and hierarchies. Talented young candidates, in particular, value collaboration and respect over following the status quo.
Benefits of Hiring Candidates with Nonlinear Career Paths
In addition to creativity and innovation, embracing applicants with nonlinear career trajectories can offer several benefits:
- A resilient workforce: Workers who have navigated different roles or industries are typically more adaptable to change. This flexibility is particularly valuable during talent shortages or significant organizational changes.
- Increased employee engagement and excitement: At a time when employee engagement is at a historic low, allowing employees to follow their passions and interests rather than adhering to a linear path can boost engagement and job satisfaction. Employees who feel that their personal and professional growth is supported are more likely to invest their time and creative energy into the organization.
- Increased retention and loyalty: Organizations accommodating nonlinear career paths can better retain valuable talent. Employees from nonlinear career trajectories feel valued, and they have the opportunity for growth and exploration within their current workplace rather than having to seek elsewhere.
- Better leadership: Broad experience and fit are key factors in hiring successful leadership. Leaders who have navigated multiple industries and amassed a variety of experiences are more likely to understand and address complex challenges in innovative ways. Working in numerous sectors also allows them to relate to employees at different levels, fostering a more inclusive environment.
Incorporating Nonlinear Career Paths into Your Workforce
How do you begin to take advantage of the benefits of having staff with nonlinear career paths in your workplace? From determining what systems are keeping them out to designing roles that maximize both productivity and employee happiness, there are many concrete steps companies can take right now to transform their workforce:
- Acknowledge your biases: Examine your hiring practices to root out outdated biases or an overemphasis on traditional qualifications. Consider previous automatic red flags; for example, think of “job-hopping” as a potential indicator of a creative, innovative mind searching for new experiences and skills rather than an automatic red flag.
- Assess expertise vs. experience needs: Determine whether the position requires specific expertise. If it only requires knowledge that can be taught, it might be a good place to utilize proper skills-based hiring practices.
- Evaluate agility requirements: Consider how vital agility and adaptability are for your organization. In an era of rapid technological change and shifting employee expectations, pivoting and embracing new roles or responsibilities is crucial.
- Skills-Based Hiring: According to a survey of 3,000 international workers and employers, 73 percent of employers used skills-based hiring last year, up from 56 percent in 2022. Skills-based hiring allows for a much broader range of applicants and contributes to greater diversity in the workforce.
It has been well established that diversity is good for businesses, and career trajectory is another aspect of diversity. Companies can foster creativity, adaptability, and employee satisfaction by moving beyond traditional hiring practices and valuing diverse experiences. As we navigate the future of work, recognizing the value of diverse career trajectories and incorporating them into your workforce strategy will be key to building a dynamic and successful organization.
