Embracing the extraordinary: Unleashing hidden talent through unconventional job seekers!

Aug 17, 2023 |
Tech |
Views: 271 |

Reading Time:

Gone are the days of “traditional” job seekers looking for 8-5 jobs at” traditional” workplaces. This era has opted for variety; it has opted for unconventional ways to earn a livelihood. But don’t let this new stream of “rogue” candidates deceive you. Just like diamonds are encompassed into coal, non-traditional job-seekers also hold enormous potential, and the key to unleashing these hidden talents and channelling them to the collective good of your company lies within how these candidates are utilised. Adequate steps will bring a company to its peak while poor utilisation will make it a job-hopping monstrosity.

However, being unconventional these new types of job seekers can be a bit tricky to handle and if you are struggling the same, then worry no further as we are here to guide you. In this post, we will know the traits of unconventional job seekers, what is causing the steep uprising of such candidates, and how to unleash their potential to make your organisation climb up the ladder.

Who are these unconventional job seekers?

An office, a hard and fast 8-5 (or more) schedule, corporate dress codes, and employees with institutional degrees – those are what comes to our mind when we think about a “conventional” workspace. At least that’s what the Hollywood movies and sitcoms have taught us over the decades. So, simply put, any job seekers not intending or not being able to pursue such a work culture can be considered unconventional or non-traditional.
Non-traditional job searchers are those who do not fulfil typical employment standards in terms of education or experience. Atypical applicants may also have backgrounds in different sectors, be career changers, or be returning to the workforce after a while away. They might include:

  • Remote workers: As technology advances, more professionals are embracing remote work options, overcoming geographical constraints, and cultivating a global talent pool.
  • Freelancers and gig workers: The gig economy is flourishing, drawing freelancers looking for flexibility, autonomy, and a diverse range of assignments.
  • Career changers: Individuals who fearlessly move into new sectors, employing transferrable talents to pivot into unfamiliar territory.
  • Stay-at-home parents: Skilled professionals who took career vacations to raise their families but are keen to rekindle their professional ambitions.
  • Retirees: Experienced professionals who want to continue involved in the workforce and share their experience and guidance.
  • Individuals with diverse backgrounds: Candidates have unusual life experiences, unusual educational courses, or unusual career advancement.

Why are their numbers on a steep rise?

As previously mentioned, there could be many types of unconventional job seekers, each choosing the non-traditional way for different reasons. However, there are some major reasons which have a substantial influence on the rise in the number of non-traditional candidates, especially of new young candidates, some honourable mentions are as follows-

  • Technological progress leading to more options: Job at first was local, then transportation got revolutionised and it eventually became global and so increased the options. With the emergence of the fast internet, job seekers can be globally present for any institution connected to the network. Again, freelance workplaces such as Fiverr and Freelancer have boomed over the years with the progress of the internet, and through them expert candidates can get their desired job under their own set of rules and pricing and the payments are also secured by these agencies. So, job seekers now have more flexible options than a hard and fast office work style, leading to unconventional job expectations.
  • The generational trend: The new candidates are either the millennials or the Gen Zs – both having substantial volatile traits such as job hopping, less tolerance towards strict office policies, considering flexibility as a fundamental rather than a benefit, and so on. Thus, the new generation is less interested in committing to a traditional work environment, which can be considered a generational trend.
  • The COVID-19 pandemic: The COVID-19 pandemic has perhaps brought about the biggest change in traditional work culture. As lockdowns were imposed restricting offline, on-premises office activities, the rise of work-from-home and remote work cultures reached a staggering height. It offered employees to work for their institutions while in the comfort of one’s homes leading to new unconventional global standards for workplace flexibility.
  • Rising entrepreneurship: The attractiveness of entrepreneurship has led to an increase in the number of people starting their own enterprises or doing freelance work. This entrepreneurial spirit is motivated by a desire to create something unique, have greater control over their professional fate, and profit from particular abilities.
  • Diversification of skills: Many job searchers have broad skill sets and want to use them in a variety of roles. The non-traditional job allows people to explore new opportunities and use their expertise in a variety of initiatives.
  • Personal development: Non-traditional job applicants frequently value personal development and continual learning. They seek experiences and challenges that will push them out of their comfort zones and allow them to grow as individuals.
  • Changing employer-Employee relationships: Employers’ and workers’ relationships have developed. Some people choose project-based employment or temporary contracts, which allow them to work with a variety of businesses while remaining independent.

How to tap into unconventional job seekers?

Tapping into the unconventional job seekers requires unconventional company policies or at least some major changes while hiring and managing the human resources of the organisations. Simply put, the key strategies are as follows-
Hiring process reimagined: Examine and alter recruitment tactics to fit various work arrangements, such as remote employment or project-based contracts.

  • Skills-oriented assessments: During the selection process, emphasise skills and potential rather than formal credentials or experience.
  • Flexible work culture: Offer flexible work arrangements to attract freelancers, remote employees, and those seeking work-life balance.
  • Networking and community engagement: Participate in specialty forums and platforms where non-traditional job searchers congregate, giving potential applicants visibility.
  • Training and development: Invest in training and development initiatives to help non-traditional hires become more productive members of the business.

Final thoughts

Unconventional job seeking is quickly becoming the new normal in the job market. While many find dealing with such candidates a risk, proper utilisation of non-traditional job seekers can not only benefit the company in terms of performance but also diversify the workplace environment with new experiences and perspectives. Therefore, embracing unconventional job seekers and unlocking their hidden potential could greatly benefit the company and the work culture in general.


Candidate skill development: Empowering talent for future success.

Candidate skill development: Empowering talent for future success.

The landscape of work is shifting faster than a sand dune in a hurricane. Skills that were once king today gather dust like relics in a forgotten attic. In this whirlwind of change, organizations face a crucial question: how do we invest in talent, nurturing the skills they need to thrive not just now

read more
The rise of hybrid work: How to recruit for a flexible future.

The rise of hybrid work: How to recruit for a flexible future.

The modern workplace is a dynamic place where the idea of work is experiencing significant change. The emergence of hybrid work, a flexible approach that enables workers to combine remote work with in-person collaboration, is at the vanguard of this change. Recruiting tactics must adapt as companies

read more