Recruiting Techniques to Reveal Transferable Skills

Let me tell you a story. A few months ago, I met a candidate who had spent years managing events for a non-profit. She was applying for a project manager role in tech. On paper, she wasn’t the perfect fit—her resume lacked any tech experience. But during the interview, something clicked. She had exceptional organizational skills, could juggle multiple deadlines, and had a natural flair for leading teams. Long story short, she got the job and has been thriving ever since. What made the difference? We focused on her transferable skills.

In today’s ever-changing job market, finding candidates with the right transferable skills can be a game-changer. Here’s what I’ve learned about recognizing and recruiting for these skills, peppered with some best practices from the industry.

1. Spotting Transferable Skills

Think of transferable skills as the glue that holds careers together. Whether it’s communication, problem-solving, or adaptability, these are the skills that can move with a person from one industry to another.

Here’s how I go about spotting them:

• Dig into past roles: Ask yourself, “What did this person really achieve?” For example, someone who led a volunteer team likely has leadership chops.
• Talk to your team: I’ve found it invaluable to chat with current employees who made unconventional career moves. Their insights can help identify common skills that make transitions successful.
• Leverage tools: Tools like O*NET are amazing for mapping out skills that cut across industries.

2. Rewrite Job Descriptions (Seriously!)

I can’t stress this enough—most job descriptions are stuck in the past. They’re rigid and full of jargon that scares off great candidates. Want to attract people with transferable skills? Here’s what I’ve learned:

• Ditch the buzzwords: Replace “10 years of industry experience” with “proven ability to lead complex projects.”
• Focus on outcomes: Highlight what success looks like in the role. For example, instead of “Must know XYZ software,” try “Ability to quickly learn and use new tools to streamline processes.”
• Make it inspiring: Include something about growth opportunities. Everyone loves to feel like they’re stepping into a role where they’ll learn and evolve.

3. The Magic of Storytelling in Interviews

Interviews are where the real magic happens. I’ve found that the best way to uncover transferable skills is to get people talking—really talking—about their experiences.

• Ask about challenges: “Tell me about a time you tackled a problem outside your comfort zone.” This always gets candidates to reveal their adaptability and problem-solving skills.
• Use scenarios: I’ve started giving candidates real-life scenarios they might face in the job. It’s amazing how quickly you can see their skills in action.
• Encourage stories: When candidates use the STAR method (Situation, Task, Action, Result), their skills shine through clearly. I make it a point to nudge them in this direction.

4. Upgrade Your Hiring Playbook

Let’s face it: hiring practices need an overhaul to truly evaluate transferable skills. Here’s what I’ve seen work wonders:

• Skill-based assessments: Instead of relying solely on resumes, I’ve used tools that let candidates showcase their skills through real-world tasks.
• Rubrics that matter: Create evaluation criteria focused on skills rather than specific past experiences.
• AI tools: Platforms that analyze resumes for transferable skills are surprisingly effective. They’ve saved me countless hours and uncovered hidden gems.
• Encourage mobility: Don’t forget your internal talent! I’ve seen so many “aha” moments when employees are given the chance to step into new roles based on their existing skills.

Wrapping It All Up

Let me leave you with this: recruiting for transferable skills isn’t just a trend; it’s a necessity. The industries we work in are changing, and so are the candidates. If you’re willing to adapt, rewrite your hiring rules, and really listen to the stories candidates share, you’ll find incredible talent in unexpected places.

And hey, that event manager turned tech project manager? She ended up leading one of the biggest projects of the firm! That’s the power of transferable skills in action.