Motorcycle Industry-Specific vs. Skill-Based Hiring
Most motorcycle industry jobs naturally involve working with motorcycles themselves, like motorcycle mechanic jobs or motorcycle engineering jobs. Of course, these positions also require very specific, industry-related skills such as mechanical or design abilities that come from technical training and plenty of hands-on experience. But what about other necessary motorcycle industry jobs, like those that are skill-based? From accounting jobs to product manager jobs, these high-value non-motorcycle-specific job categories, while necessary, aren’t often fulfilled by employers searching (or posting to) more generalized job boards. And when employers choose not to search from a pool of non-motorcycle-related professionals, fulfilling these occupancies can prove challenging.
While seeking out more technical motorcycle laborers for non-motorcycle, skill-specific jobs can sometimes prove helpful – it is far from a necessary option when going through the hiring process. Why? Simply put, you never know the potential value resting amid the professionals from non-motorcycle-specific backgrounds. Additionally, neglecting to make your job openings known via websites not related to motorcycles limits the number of good candidates who can reach out and apply for jobs within your company. At MIJ, we discovered that by making non-motorcycle, skill-specific careers like human resources jobs and supply chain management jobs available to everyone, finding the right candidates becomes much easier.
What are The Benefits of Hiring Based on Skill, Not Industry?
Besides providing a much wider range of accessibility, opening motorcycle jobs up to anyone who is qualified rather than only those who have experience in the motorcycle industry has a slew of benefits. Look below to discover why you should consider a skill-specific search.
You’ll Gain Access to New Talent Sources
All too often, companies focus on motorcycle industry jobs with specific talents, building a barrier between in-demand jobs and qualified professionals who are ready and willing to work hard for you. In fact, according to McKinsey research, almost 90% of job posts in growing industries from healthcare to business management request a bachelor’s degree. This is problematic because many of these jobs both can and should be accessible options for talented individuals without such advanced levels of education. And when it comes to the motorcycle industry jobs, requiring applicants to have motorcycle-specific experience to obtain accounts payable jobs is downright silly and a complete deterrent to many qualified potential applicants.
It Removes Unconscious Bias in the Hiring Process
While the world is indeed changing for the better in terms of racial and gender equality, we are still a way away from reaching 100% impartiality within the workplace. So, for example, when it comes to women in the workplace, unconscious biases are one of the major reasons why women are often less likely to receive a promotion than their male coworkers. Unconscious biases are not only limiting professional women but black and Hispanic individuals. In fact, the bulk of these minorities is better exemplified in “gateway” occupations rather than skills-based positions that could truly help them advance their career. In turn, a more objective assessment of skills needed for different jobs within a company is imperative to diminish the occurrence of systemic disadvantages.
Promote an Adaptable, Diverse Pool of Skills Within Your Business
With unpredictable circumstances like COVID-19 affecting the economy and everyone in it, it’s no secret that many industries have had to adapt and even change the way they do business. From working remotely to company-wide lay-offs and gaps in employment – investing in a team with a diverse skillset is necessary. Why? Because it allows you to enjoy the full extent of your employee’s capabilities and know-how. For example, when the pandemic was at its worst, one commercial bank was able to transfer branch employees to call centers, ultimately meeting increased demand using a skills-based approach.
Changing the Way You Operate with a Skills-Based Approach to Recruiting
As an employer hiring for motorcycle industry jobs, we understand your desire to hire others with that same passion for loud engines and mechanics. However, while it can sometimes be beneficial, you are much more likely to thrive with a team of diverse backgrounds and abilities. So, the next time your shop, dealership, or manufacturing plant is looking to fill manufacturing jobs, social media marketing jobs, customer service jobs, or some other high-value non-motorcycle specific position—we strongly suggest opening up to the possibility of hiring an outsider – someone who is not necessarily involved in the motorcycle industry. As we mentioned earlier, you never know what sort of talent you might be passing up when you hire those only looking for motorcycle industry jobs instead of recognizing those with non-motorcycle skills.