Career changers: Great potential or risk?

The shortage of specialists and workers makes it possible: It is becoming easier for career changers to change industries. Your advantage: Most have completed vocational training and work experience. And they are motivated to do their best in a new career field.

For many years, companies — at least according to my experience — have reacted very cautiously when talking about career changers. Many managers shied away from the intensive training period, the need for continuing education and the uncertainty as to whether it could work out with someone who doesn't know the DNA of their own industry.

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These advantages make career changers interesting

While I used to try with angelic tongues to convince those responsible that career changers are willing to learn and motivated, that a breath of fresh air from other industries won't hurt and that new methods and ideas are flowing into the company, things are now starting to change. Because the labor market is empty, older employees are retiring and, despite a slight recession, there are many companies that are growing. In other words, it is not only the frequently quoted Deutsche Bahn that is now interested in career changers.

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Talent is lying dormant everywhere — even in your own company

Many companies are initially looking for career changers in their own company. Because: Why not mine the gold that already exists first? A good starting point for finding these “treasures” is talking to employees, in which HR managers ask about hobbies, interests or volunteer positions, for example. Surprisingly often, it is possible to discover competencies that enable different professional development in the company. Partial qualifications and competencies acquired from previous jobs are also important door openers for internal career entry.

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In addition to options, there are also limits

Of course, lateral entry does not work in all occupations — if only for legal reasons. This applies, for example, to professions in medicine and nursing. However, there are very good opportunities for a career change in logistics, business and administration as well as in the media. The education sector has also become an interesting area for a new career. My consulting practice, however, shows that employers often find it difficult to assess existing competencies and the costs of training and continuing education.

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This is how companies' risks can be minimized

Instead of poking around in the fog, a differentiated strategy helps:

• In which areas of the company is a lateral entry possible? Which activities could be taken on by non-professionals and industries? What skills are required for this — creativity, analytical thinking, organizational skills,...?
• Could employees from the company who are interested in something new also be considered for these tasks?
• What time and financial resources are available for induction, required continuing education or fast-track training?
• How do we prepare existing employees for career changers? Do they have enough time to take care of the training? What support do they need?
• How do we keep career changers engaged who have imagined it easier to switch to a new job?

For more ideas for additional human resources, check out this blog post. Do you need individual advice? It is best to use my hybrid consulting model — the initial consultation doesn't cost you a cent.