Latest news with #workforce development
Fast Company
20 hours ago
- Business
- Fast Company
Why hiring for potential beats experience in today's workforce
The Fast Company Executive Board is a private, fee-based network of influential leaders, experts, executives, and entrepreneurs who share their insights with our audience. BY Listen to this Article More info 0:00 / 5:47 Long before I began advising global companies and governments on workforce development, I learned a valuable lesson in a very different setting: a commercial kitchen, as an apprentice chef. In a professional kitchen, there's an unspoken rule: Never put a new dish on the menu without testing it first. No matter how promising a recipe might sound, you don't gamble with the entire service. You trial it by making a small batch, refining it, and tasting again. We called it a test bake. I've carried that mindset into every aspect of my career. Whether I'm helping organizations design apprenticeship programs or advising large companies, the principle is the same: development isn't guesswork, and talent shouldn't be either. You can't shortcut it, but you can structure it. That's why I believe we need to rethink the way we hire. Instead of chasing job-ready, skilled-up, and experienced candidates, consider focusing on those we can develop. In a world where talent is scarce, I argue that inexperience isn't a disadvantage. It might just be an opportunity. WHY I LOOK BEYOND EXPERIENCE Take James Dyson. In a recent interview, the inventor and entrepreneur explained why he actively hires school-leavers and trains them in-house through the Dyson Institute. His logic is disarmingly simple: Experienced people tend to replicate what's been done before. But when you're trying to innovate, that history can become baggage. 'They don't do what should be done,' he said of his younger employees. 'They do something else; something way more interesting.' It struck a chord with me. Too often, I see businesses insisting on five years of experience for entry-level roles, only to find that experienced hires either don't stay or can't adapt. Research backs this up. A Harvard Business Review study found that internal hires—people 'grown' within the organization—often outperform external recruits for up to two years. They are also more likely to stay. The reality is that experience doesn't guarantee success. In fact, it can blind us to potential. Hiring people without industry experience isn't about charity or cutting corners. It's a deliberate workforce strategy—one that I've seen pay off across industries and countries. Here's what it offers: Fresh Thinking: Inexperienced employees ask sharper questions because they haven't absorbed 'the way things are done.' That's how breakthroughs happen. Adaptability: Without fixed habits, they're easier to train and align with your culture and systems. Loyalty: When people feel invested, they often repay it with commitment. Apprenticeship data shows they stay longer and are more productive. Cost Control: Entry-level hires often have lower salary expectations, freeing up budget for training and support. Greater Diversity: Traditional hiring criteria often exclude talented people from non-traditional backgrounds. Looking beyond experience widens your talent pool. That said, hiring inexperience doesn't work if it's done haphazardly. It requires leadership, structure, and a development mindset. Otherwise, you risk putting someone in a role they're not ready for—and that's on you, not them. I'm not advocating to always go for inexperience candidates—it's definitely horses for courses. WHAT EMPLOYERS MUST DO DIFFERENTLY The temptation in hiring is to look for a quick win: someone who can 'hit the ground running.' But I've found that very few people, experienced or not, walk into a job fully formed. Every new hire needs orientation, mentoring, and support. So, the question becomes: If you're going to invest time onboarding anyway, why not do it with someone who's eager to learn, who'll grow with your business, and who doesn't carry the weight of past habits? To do that well, you need systems in place: structured training, clear career paths, and managers who see themselves not just as supervisors, but as talent developers. Research refers to this as 'ambidextrous leadership,' or the ability to encourage new thinking while maintaining operational clarity. In my experience, that's the kind of leadership that builds both innovation and resilience. BRINGING IT BACK TO THE TEST BAKE Not every hire will be a perfect fit from day one. That's why I return to the test bake. In a kitchen, we don't abandon a recipe because the first try flopped. We adjust, iterate, and try again. We expect development to take time. The same should be true for people. Hiring inexperience isn't about accepting less—it's about building more. Yes, it's a risk. But so is hiring someone with experience who's already burned out or unwilling to adapt. The question isn't whether a candidate is ready today. It's whether you're ready to build the kind of workplace where they can become great tomorrow. THE LONG GAME IN TALENT Experience has its place. But it's not the only measure of potential, and increasingly, it's not the most useful one. If your organization is serious about futureproofing, innovation, and creating real pipelines of talent, you can't rely solely on buying skill from the outside. That's tricky in a skills shortage. You have to be willing to build it. That means testing. It means learning. And yes, it means baking. Because in the end, you don't build a great team by picking winners off the shelf. You build it the way a chef builds a menu: one careful, thoughtful, messy test bake at a time. The super-early-rate deadline for Fast Company's Most Innovative Companies Awards is Friday, July 25, at 11:59 p.m. PT. Apply today. ABOUT THE AUTHOR Nicholas Wyman is president of IWSI and author of Attract, Retain, Develop, a guide to shaping a skilled workforce for the future. Read Nicholas's Executive Profile here. More
CTV News
2 days ago
- Business
- CTV News
Windsor advocate named one of construction's most influential people
More than 7,200 women are working in Quebec's construction industry (photo: Mikael Blomkvist / Nour Hachem, a local advocate for gender equity and inclusive workforce development, has been named one of construction's most influential people by SiteNews, a newspaper about Canadian construction. Hachem founded Build a Dream, a nonprofit organization to empower underrepresented groups in skilled trades, STEAM, emergency response and entrepreneurship. 072025 - Nour Hachem Nour Hachem named one of construction's most influential people for 2025. (Source: Build a Dream) The organization works to reform the employment landscape in male-dominated industries. In 2024, Build a Dream received $10 million from the federal government to expand apprenticeship support in Ontario, Alberta and British Columbia. Hachem's recognition comes before Build a Dream's 6th Annual International Day of the Girl Breakfast at St. Clair's College. The breakfast takes place on Oct. 9 and brings together employers, educators, government leads and young women. Her organization has supported over 67,000 individuals. 'Our work is about more than awareness, it's about results,' said Hachem. She said Build a Dream works to show employers how to build inclusive workplaces and give jobseekers the tools they need in the workplace.
Yahoo
7 days ago
- Business
- Yahoo
VEPO Solutions Launches VEPO Valor Initiative to Expand Veteran Employment in Utility Sector
The new program focuses on hiring, training, and retaining U.S. military veterans across smart metering and compliance roles VEPO Solutions Logo NEW YORK, July 15, 2025 (GLOBE NEWSWIRE) -- VEPO Solutions, a national provider of utility compliance services and workforce development programs, has announced the launch of VEPO Valor, a formal initiative aimed at increasing veteran hiring and long-term career integration within the utility technology sector. The VEPO Valor program will be implemented across VEPO Solutions' operating divisions — including VEPO Metering, VPie, and CrossConnex — and will focus on expanding employment pipelines for U.S. military veterans. The initiative includes structured onboarding, cross-training in utility and compliance disciplines, and mentorship opportunities to support successful workforce reentry. As part of the program, VEPO Solutions will: Prioritize recruitment of veterans into field and administrative roles nationwide Establish onboarding processes that recognize prior military experience and skills Offer advancement pathways through technical training and leadership development Collaborate with veterans' service organizations and state workforce agencies VEPO Valor reinforces VEPO Solutions' long-term commitment to fostering a workforce that reflects service, integrity, and operational reliability — values that are foundational to both the veteran community and public infrastructure. The program also addresses an industry-wide need for highly trained personnel in utility compliance and data-driven field services. 'Veterans bring unique experience and leadership qualities to technical industries,' said a VEPO Solutions spokesperson. 'This initiative is structured to ensure those strengths are recognized and supported through practical career pathways.' The launch of VEPO Valor aligns with VEPO Solutions' broader mission of strengthening municipal and utility systems through workforce readiness and utility technology innovation. The company views the integration of veterans not only as a contribution to national workforce goals, but also as a strategic investment in operational excellence and long-term employee retention. Interested parties — including veterans and employment partners — can learn more about the initiative at: About VEPO SolutionsVEPO Solutions is a U.S.-based provider of utility technology, smart metering, and backflow prevention services. Through its operating divisions, the company delivers compliance, data management, and infrastructure support to municipalities and private utilities. VEPO Solutions is committed to innovation and inclusive workforce development across all service areas. Media Contact:VEPO Solutions877-860-8376info@ A photo accompanying this announcement is available at in to access your portfolio
