The document discusses the advantages of hiring candidates based on intellectual curiosity rather than solely on industry experience. It highlights that adaptable and curious employees may bring innovation and new strategies, which can be crucial in fast-evolving fields like sales and marketing. The author shares a personal hiring experience to illustrate the value of hiring diverse talent with a thirst for knowledge.

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Imagine you’re deciding between two different candidates. Candidate A has nearly a decade of industry experience and looks great on
paper, but didn’t bring any new ideas to the table during the interview process. Candidate B has no prior industry experience, but has
a track record for outside-the-box thinking and innovation. Would you go with Candidate A or B?
Hiring outside your industry is not the easiest road to take. It works against the grain of many HR departments, and it puts the hiring
manager and the new hire under the microscope. At Lucas Group, however, we believe that prior exposure to the markets we serve is
helpful–but it’s certainly not everything.
A few years ago I hired a recruiter with a sales background and no recruiting experience. He always dug deep and asked plenty of
probing questions to ensure success for his company and his client. So it came as no surprise that he excelled at his position and was
named a senior partner within two years.
Professionals who are hesitant to hire candidates from outside their industry are ignoring a fundamental truth: people learn. Job-
specific tasks and industry knowledge are both highly trainable. However, there’s a major predictor of job success that is neither
trainable nor teachable. Keep reading to learn why you should hire for intellectual curiosity over industry experience.
Fast Learners
With the sales and marketing industry evolving at a rapid pace thanks to technological advancements, companies rely on employees
at all levels and adapt as quickly as possible. When managers hire candidates who have significant industry experience, they
sometimes find that those professionals are too ingrained in their familiar way of doing things.
The right candidates, by contrast, are leaders with a thirst for knowledge and the capacity to quickly master new information –
regardless of their familiarity with a certain industry.
Continued Engagement
Leaders – particularly in the sales and marketing fields – dedicate a good amount of time and resources to keeping their employees
motivated and ensuring that they’re continuing to grow and develop. Intellectually curious people, however, take care of a lot of this on
their own. Curious employees are more likely to improve themselves by pursuing formal learning opportunities, sparking conversations
with other professionals and seeking out new challenges
Forward-Thinking Employees
When candidates have an insatiable drive for learning about people, their situation, problems, and successes, they’re more likely to
bring innovative new strategies and ideas to their new companies. These are the candidates who – instead of sitting back and waiting
for the next assignment – are more likely to approach their managers with thoughts on cutting-edge approaches to familiar problems
and ways to stay ahead of competitors.
There are a number of other important qualities to prioritize when you’re hiring outside of your industry, including decision-making
confidence, professional presence and inclusive leadership. What qualities do you look for when you’re considering a nontraditional
candidate?
Why Intellectual Curiosity is the Most Important Success Predictor
by
Cindy Ewers
Managing Partner – Sales and Marketing Division