The Hidden Rewards of Hiring Differently
When it comes to hiring, many organizations zero in on a narrow segment of the labor market—those mid-career professionals with a handful of years under their belt and the “just right” blend of experience and wage expectation. But this approach, often referred to as “hiring in the diamond,” creates unnecessary competition for a limited pool of candidates. Even more concerning, it excludes valuable talent at both ends of the spectrum: experienced workers nearing retirement and entry-level job seekers just starting out.
Let’s challenge that thinking. By reconsidering who we hire—and why—we can create more resilient, cost-effective, and loyal workforces.
Rethinking Older Workers: Experience Is an Asset, Not a Liability
It’s common for hiring managers to worry that older workers may leave sooner due to retirement, making the investment in them seem less worthwhile. But this assumption doesn’t hold up under scrutiny. With average job tenure now hovering around just 3.9 years, long-term loyalty isn’t a guarantee from *any* age group.
In fact, an older, highly experienced employee can hit the ground running, delivering value much faster than a less experienced counterpart. If compensation is equal, turning down a candidate solely based on age raises red flags—both ethical and legal. Experience may not demand a higher salary today, but it should absolutely be recognized for the speed and strength of contribution it brings.
The Case for Hiring Inexperienced Workers: Grow Your Talent, Don’t Rent It
At the other end of the hiring spectrum are early-career workers—those who lack experience but bring fresh energy and potential. When companies avoid investing in training and development, they often wind up “renting” mid-career talent who may only stay long enough to catch their next pay bump. This approach leads to higher turnover costs, limited cultural investment, and repeated onboarding cycles.
Instead, consider building from the ground up. Offer entry-level wages with structured training and clear paths for advancement. When workers see real growth opportunities, loyalty follows. Companies that invest in development often enjoy stronger cultures and greater retention as employees see a future for themselves in the organization.
How to Shift Your Hiring Strategy: Data-Driven Decisions Win
If you’re stuck in the middle of the diamond, it’s time to expand your approach—and the best way to make your case internally is with data.
Here’s what to analyze:
- Compensation Trends by Experience: Show leadership where the true ROI lies.
- Occupation by Age: Understand how many candidates you’re excluding by ignoring older or younger workers—and which roles are most affected.
- Skill Adjacency & Career Pathways: Learn which skills are close enough to train for and how many jobseekers already possess them. This opens the door to affordable, high-potential hires.
- Education Pipeline: Want to build a steady stream of talent? Partner with schools that produce the programs and graduates you need. You may even influence curriculum to better match workforce needs.
Source: Lightcast
