Why It's OK to Hire People Without 'Perfect' Experience

Introduction

In the competitive landscape of today's job market, the pressure to find candidates with a "perfect" resume can be overwhelming. However, at Slate, we've embraced a different approach—one that values potential over perfection. Specifically, we've successfully hired multiple brand social media managers to fill non-social roles within our tech company. Here’s why this unconventional strategy has paid off and why it might work for you too.

Hustle and Grit

The Drive Behind Social Media Managers

Social media managers are no strangers to hard work and taking initiative. They thrive in a fast-paced, high-pressure environment where responsiveness and proactivity are key. At Slate, we’ve found that this hustle and grit translate well into various roles beyond social media. These individuals bring a can-do attitude and relentless energy that drives projects forward, often going above and beyond to meet objectives.

Customer Insight

Leveraging Audience Understanding

One of the most valuable assets social media managers bring to the table is their deep understanding of the audience. They interact with customers daily, gaining insights into their preferences, pain points, and behaviors. This intimate knowledge of our audience makes them exceptionally well-suited to roles that require customer empathy and insight. At Slate, these insights have proven invaluable in shaping our products and strategies to better meet our customers' needs.

Flexibility

Adapting to Diverse Challenges

The dynamic nature of social media work requires adaptability and versatility. Social media managers are accustomed to wearing many hats—shifting from content creation to data analysis to crisis management within the same day. This flexibility is a tremendous asset in a tech company, where the ability to pivot and tackle diverse challenges is crucial. At Slate, social media managers have seamlessly stepped into various roles, contributing to different areas of the business with ease.

Teaching Technical Skills

Prioritizing Intrinsic Qualities Over Experience

While technical skills and specific experience can be taught, intrinsic qualities like hustle, customer insight, and flexibility are harder to instill. At Slate, we prioritize these inherent traits when hiring. We believe that with the right mindset and a willingness to learn, employees can quickly acquire the necessary skills and knowledge to excel in their roles. Our experience has shown that investing in the right people, regardless of their exact background, yields better long-term results.

Hiring for Potential

The Benefits of Non-Traditional Candidates

Hiring the best people doesn't always mean hiring the best resume or LinkedIn presence. At Slate, we focus on the potential of candidates and their ability to grow with us. We’ve seen firsthand how individuals from diverse backgrounds, including social media management, can bring fresh perspectives and innovative ideas to our team. This approach has not only enriched our company culture but also driven our success in a competitive market.

Conclusion

In a world where job descriptions often seem narrowly defined, it's important to remember that great talent can come from unexpected places. At Slate, our experience hiring social media managers for non-social roles has reinforced the value of looking beyond traditional qualifications. By focusing on intrinsic qualities and potential, we’ve built a team that’s resilient, adaptable, and deeply connected to our audience. So, next time you’re hiring, consider the broader skill set and untapped potential of candidates outside the usual mold—you might just find your next star employee.

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