Recruiting Roadmap: When to Gamble on a Hire

This article originally appeared in the February 2025 issue of Security Business magazine. Feel free to share, and please don’t forget to mention Security Business magazine on LinkedIn and @SecBusinessMag on Twitter.

As a recruiter, I have had the privilege of meeting countless junior candidates with impressive resumes and strong interpersonal skills but little to no industry experience. Taking a chance on these candidates can feel like a gamble, especially in fields like security, where technical know-how is often assumed to be non-negotiable.

But here’s the thing: Some of the best hires I’ve seen weren’t the ones with the most certifications or longest resumes. They were the ones who brought intangible qualities and untapped potential to the table – qualities that, if recognized, can make them invaluable assets to any team. Hiring someone without industry experience might feel like stepping into the unknown, but the payoff can be extraordinary. These candidates bring fresh perspectives, a renewed enthusiasm, and a willingness to learn that can invigorate a team.

How do you spot a hidden gem when they lack industry experience? Here are seven key traits that signal a candidate is worth the leap of faith:

1. Unrelenting curiosity

When a candidate without experience asks thoughtful, specific questions about the role, the company, or the industry, it is a strong indicator they will put in the effort to bridge the gap. This intellectual curiosity often translates into a hunger to learn and contribute.

Hiring someone without industry experience might feel like stepping into the unknown, but the payoff can be extraordinary.

2. Proven adaptability

Someone who has successfully navigated changes – whether in their career, education, or personal life – is likely to adapt to the steep learning curve of a new industry. For example, a candidate who went from a retail job to developing customer support systems for a startup shows they can learn on the fly and thrive in unfamiliar territory.

3. Passion for learning

A lack of industry experience can often be mitigated by a candidate’s drive to acquire knowledge. Those who mention taking online courses, attending webinars, or independently studying relevant topics demonstrate initiative.

4. Transferable skills

Strong communication, problem-solving, and relationship-building are just as valuable as technical expertise, if not more so in some cases. A former teacher, for instance, might have no security background but could bring exceptional training and collaboration skills.

5. Resilience and grit

Entering a new industry is daunting, and candidates who show resilience and persistence in the face of challenges are likely to excel. Maybe they have overcome a tough job market, juggled multiple roles to support their family, or taught themselves new skills in their free time. These stories of perseverance can be a better predictor of success than technical credentials.

6. Authentic enthusiasm for the role

When someone genuinely lights up about the prospect of joining your industry, it is hard to ignore. A candidate who is excited about the opportunity to work with cutting-edge security tech or eager to contribute to protecting people isn’t just looking for a paycheck, they are looking for a purpose. Such passion translates into high motivation and commitment.

7. Cultural and value alignment

Sometimes, what matters most isn’t what a candidate knows but who they are. Do they align with the company’s values? Are they collaborative, ethical, and eager to grow? A candidate who resonates with your mission and culture will often outperform one with more experience but less alignment.