According to the U.S. Bureau of Labor Statistics, approximately 3.2 million Americans were unemployed in September 2026 after losing a job or completing a temporary position.* That’s a lot of people looking for work, and a lot of talent for employers to consider.
Among them are experienced professionals who, at first glance, may not fit the mold of your ideal candidate, but upon closer inspection, could prove to be excellent additions to your team. When employers focus too heavily on specific qualifications, it’s easy to overlook people who have the potential to excel in a role—the skills, work ethic, and adaptability to succeed, even if their experience doesn’t check every box.
How to Find the Hidden Gems in Your Talent Pool
A few adjustments to your hiring process can help you identify strong candidates who might otherwise slip through the cracks.
1. Widen Your Candidate Search
Start by taking another look at your job requirements. For instance:
- Which skills does someone absolutely need on day one?
- Which could a capable candidate learn within the first few months?
- Could experience with similar tools, systems, or responsibilities make up for a missing qualification?
Use those answers to refine your job postings and screening criteria. Overly specific requirements may discourage promising candidates from applying, while filtering resumes by exact job titles, industry experience, or software knowledge could eliminate strong candidates before you even speak with them.
2. Consider Candidates with Unconventional Career Paths
Some of your strongest candidates may come from industries or roles you hadn’t considered. Someone who has successfully managed teams, solved complex problems, or worked under tight deadlines may bring valuable experience to a position in a completely different field. Look at what they’ve accomplished throughout their careers and how those skills could translate to your organization. You may find that someone’s unconventional background is one of their greatest strengths.
3. Look for Evidence of Adaptability
Seek to understand how candidates have adapted to change throughout their careers. Have they successfully learned new tools and workflows, stepped into roles they weren’t fully prepared for, or taken on responsibilities beyond their job descriptions? Pay attention to how quickly they got up to speed and whether they were able to apply what they learned. These examples can help you assess how much training someone might need and how quickly they could become productive in your organization.
4. Prioritize Curiosity
I’ve always believed one of the most valuable qualities an employee can have is the willingness to ask questions. Sounds simple, but you’d be surprised how often people hesitate to ask because they’re afraid of looking inexperienced or admitting they don’t know something. I find the opposite to be true. When someone asks thoughtful questions, it tells me they’re engaged, genuinely interested in learning, and willing to speak up when something doesn’t make sense. That kind of curiosity can help them learn the ropes in a new role, contribute fresh ideas, and eventually become a thought leader within the organization.
5. Give Candidates a Chance to Demonstrate Their Skills
Consider incorporating a short, job-related exercise into the interview process. A practical problem, hypothetical scenario, or sample assignment can help you see how candidates think, approach challenges, and apply their knowledge. This can be especially useful when someone’s resume doesn’t fully reflect what they’re capable of doing.
Finding the right person takes good judgment and a willingness to consider what a candidate has to offer beyond the obvious qualifications. At J2 Solutions, we help organizations identify IT professionals with the skills, experience, and potential to make meaningful contributions to their teams.
Let’s brainstorm ways you can expand your search and uncover overlooked talent. Contact J2 Solutions to start the conversation.