How to find no experience job and identify the right job opportunity? When looking for a job or interviewing for positions, the thing I hear most from candidates is the fear of having no experience.
For example, friend A has just graduated from school or is working in this field but wants to switch to a newer field. Sometimes you will be afraid of problems with experience, about previous jobs that really have nothing to do with the position you are interested in or applying for. So what is a recruiter’s view on this issue?
Job specificity
The specificity of the position you are applying for or the labor market is the first thing I want to mention. There are actually some positions that not all companies hire and the popularity is not that great. For example, for businesses working in the field of tourism services, there will be few positions in Quality Management.
New large-scale companies have several special positions such as Corporate culture development specialist, Production information system builder, and MES. Another case is that the industry in which that business is recruiting is very scarce. I can mention it as the AI programmer in the Information Technology industry and in fact, there are many other examples.
So the jobs that follow the examples I mentioned above likely won’t require a very high level of experience, and inexperience is not a big deal. If you have experience in the position you are applying for, congratulations as people like you in the labor market are really rare and the chances of looking for a job when you apply for a similar job are quite possible.
However, if you do not have too much experience, or have little relevant experience, but you basically understand the nature and how to do the job, you do not need to be too hesitant to apply.
It is difficult for candidates to completely meet the requirements
It is a fact that it is difficult for a single candidate to meet 100% of recruitment requirements. And the scarcity in the job market will determine whether businesses should “lower standards” in recruitment to meet the needs of personnel or not.
You cannot look for something that the market never has or the quantity is very small. In my opinion, human resources are a resource, and resources are always scarce and limited.
The relationship between your previous work and the job that the employer posted is also a point to consider. In fact, employers are willing to hire people who do not have experience with the job applied for, but who themselves have accumulated skills or knowledge that are considered necessary for the job.
Some headhunter recruitment businesses always require experience in internal recruitment or in business, because the nature of this job is heavy on search, communication, and networking.
The positions of information staff (department administration) do not really need you to have too much experience in the same position, but mainly the ability to exchange information and arrange support jobs in the department. The internal event communication specialist gives priority to those who have good communication skills and can be MCs, the ability to write content for internal events that attract readers, etc…
Indeed, recruiters do not look for a title in another company that corresponds to the title of the company that is recruiting. What HR people need is knowledge and skills relevant to the position applied for.
The training capacity of the enterprise
The level of perfection of the company’s training system will also determine whether the vacancy necessarily has equivalent experience.
Large, business-focused businesses typically develop a very good training system. There everything can be guided as long as you have a positive attitude, eager to learn. These businesses, through internal trainers, SOP systems, and E-learning programs are always built and updated. You are given a fully active learning space to gain the necessary skills with full tests.
My subjective opinion is that businesses that recruit a position with a large number in the same area or locality will always seem to conduct training courses. It is in contrast to most small businesses or businesses operating in many fields and less focused on a product or service.
Finding candidates who have experience from the beginning or have been apprenticed will reduce training pressure. In addition, a large amount of knowledge can be gathered from outside businesses by recruiting candidates together to build and develop the enterprise system.
