在高度零碎的招募世界中，具備各樣的識才和篩選技巧，對於招募負責人來說至關重要。除了特定科學領域、高科技IT和工程等職位，太多數職缺需要的管理技巧、決策能力、共通的基本經歷和教育水準等，都能在任何產業網羅到合適的人才。那麼，人才的背景又該如何抉擇呢？在此我們提供了以下的方案，幫助您權衡招募同業員工的利弊。

什麼是同業招募？

同業招募是指招募負責人挑選與雇主相同產業的人才。這是一種高度專業的徵才方法，招募負責人需具備大量的產業知識，包括產業相關的技術應用、公司的業務內容和產業的人脈網絡。招募同一種產業的人才具備以下優劣勢。

優勢

一、從相同產業招募的最大優勢之一，是更容易找到擁有相同知識背景的人才。您只需要在特定的平台資料庫中留意同產業正在尋找工作的人，搜尋範圍就能聚焦在最適合的潛在人選。

二、另一個優勢是與這些人才的溝通會更順暢，因為他們了解產業術語和行話。如果您的團隊是由相同產業出身的員工組成，他們會更了解彼此，溝通也會更有效率。同產業出身的人才也會更適應同產業的企業文化，這會協助您較容易達成目標留任率。

三、因為人才已在相同領域奠基一定的基礎，這會讓您節省培訓新員工的時間。

劣勢

一、同業招募要面臨激烈的業界內部競爭。在某些小眾的領域尤其如此。對於特定專業人才的需求往往大於供給。

二、與同業競爭人才也會隨著時間影響錄取的成本。雇主可能提供更好的薪酬福利吸引或留任人才，如果您希望提供相等的薪酬或錄取條件，成本也會更著提高。

三、同業招募的另一個缺點就是缺乏多樣性。同業招募可能會侷限於選擇特定背景的人選，團隊無法產出多樣化的想法和方案，團隊成員的同質性導致缺乏創意和創新。

成功的企業招募策略

那麼您該如何判定是否選擇同業招募呢？

如果您的招募目標是為了填補離職的空缺，那就很容易。您可以條列出離職員工的技能，並透過招募廣告或人力仲介尋找相同條件的潛在人才。

但是如果您想藉此機會重組您的團隊，帶來創造力、多樣性和創新，您就需要制定招募計畫。第一步需要確保您是否清楚了解部門的人力結構以及新進人員該如何融入其中。您需要為新職缺準備一份定義清楚的工作描述以及預期的技能。接著將技能分為基本和理想兩大類，並在人事預算內尋找同時符合兩個類別的人才。藉由上述基於技能的招募策略，能聚焦於您期望的成果，而非根據對人才類型和特定產業先入為主的印象招募。

如果招募負責人無法確定企業是否能受益於來自不同產業的人才，或是人才的技能是否可以跨行業發揮，又或者招募負責人沒有評估其他產業技能的經驗，招募人員可以向人力仲介或獵才機構尋求專業的建議，從中獲取各個產業的知識和更全面的人才資料庫。通常，經驗豐富的專業招募人員可以識別出可互補或可跨行的技能，提供客戶正確的招募策略。

結論

不管是從相同或不同產業進行招募都有其優缺點。前者有更多可依賴的共通條件，而後者則帶來探索新想法的機會，並可能為企業創造出戰績的新高峰。如今，在相同產業之外招募已成為常態。如果您想招募不同產業的人才，可以反向研究企業客戶的相似程度、勝任職缺須具備的相同技能，以及如何正確招募可以勝任的人選。過去流行的作法之一，是為零售銀行錄取FMCG產業的銷售和行銷人才，因為錄取的員工能夠為不同生活類型的消費者提供良好的服務。

如果您遇到人才短缺的問題，希望 PERSOLKELLY 協助分析情勢並尋找合適的人選，歡迎透過 info_twk@persolkelly.com 與我們聯繫。

Hiring From The Same Industry: Pros & Cons.

In the hyper-fragmented world of recruiting, it’s important for hiring managers and recruiters to have a wide variety of sourcing techniques at their disposal. With exception to specific scientific or high-tech IT and engineering roles, most job requirements such as management skills, decision-making abilities, common ground experiences, and education level can be found in candidates from any other industry. So how do you decide where your next hire should come from? Here are some tips to help you weigh the pros and cons before you decide to hire from the same industry.

What Is Industry Recruiting?

Industry recruiting is when a recruiter or hiring manager finds candidates from the same industry as the employers. It is a highly specialised form of sourcing that requires a great deal of knowledge about the industry specifics, which include its relevant technology application, the company’s business, and network within the industry. There are several advantages and disadvantages to hiring from the same industry.

Advantages Of Hiring From The Same Industry.

1. One of the biggest advantages of hiring from the same industry is that you may have an easier time finding candidates with the same industry knowledge. You only need to focus on a specific industry candidate pool that is already looking for jobs. Your search is narrowed down to only those candidates who are likely to be a good fit.
2. Another advantage is that it is easier to communicate with them as they would understand the industry’s lingo and jargon. If your team is made up of people who work in the same industry, they will understand each other better and communicate more efficiently. This may support your talent retention objectives as these candidates may fit better culturally.
3. You will also save time in training the new hires as they have the foundation from the past job, which is within the same industry as your company.

Disadvantages Of Hiring From The Same Industry.

1. The biggest disadvantage of hiring from the same industry is that you may face fierce competition in hiring from the same pool of talents. This is especially true if you are from a niche industry where the demand for a specific skill set of talent is higher than the supply.
2. Competing for similar industry talents could also impact your cost of hiring over time as employers may offer better rewards to attract them, hence affecting your overheads if you do plan to match or counter offer.
3. Another disadvantage to industry recruiting is a lack of diversity. Hiring from the same industry may skew hires to fit a specific profile. Your team may lack diverse ideas and solutions. This could lead to a lack of creativity and innovation due to homogeneity in your team.

Strategies For Successful Company-Wide Recruiting.

So, how do you determine whether you should hire from the same industry or not?

It is easy if your objective of hiring is to replace an existing employee who has tendered his or her resignation. You can just list out the skill set of the departing employee and look for the same skill set in the potential candidates via job ads or a recruitment agency.

However, if you're taking the opportunity to restructure your team to bring in creativity, diversity and innovation, you will need to strategise your hiring plan. The first step is to make sure that you have a clear idea of your department's structure and how this new candidate will fit into it. From here, you will need to prepare a well-defined job description for the new role and what are the expected skillset. Group the skillset into essential and desirable skills. Then, look for the candidate who fulfils both categories at the approved budget for this headcount. By doing this, you're adopting a skill-based hiring strategy that focuses on the results you would like to see, rather than the type of candidate profile or specific industry that you think could deliver those results.

In the event that the hiring managers are not sure about the possible benefits or transferable skills of a candidate from a different industry, or do not have experience in conducting an assessment of specific skills of another industry, they can seek professional advice from a recruiting agency which generally brings a broad knowledge of various industries and a wide network of talent pools. Usually, an experienced professional recruiter can identify complimenting or transferable skills and suggest the right recruitment strategies to their clients.

Conclusion

Both recruiting from the same or different industry has their advantages and disadvantages. The former could provide you with a lot of commonalities that you can build on, while the latter offers you new opportunities to explore new ideas and possibly new best practices for your business. Hiring outside of industries has become a norm these days. If you are looking to hire from a different industry, you could do a reverse study on the similarity of groups of clients or identical functions which the role is required to serve and how the candidate could be effective. One of the past popular practices was to hire sales and marketing talents from the FMCG industry to fill Retail Banking roles, which resulted well as the candidates serving similar types of consumers of varied lifestyles.

If you are experiencing a talent crunch and would like PERSOLKELLY to help you in analysing your current situation and finding the right talent for your organisation, you can reach out to us at info_twk@persolkelly.com.