What Job Did You Want When You Were Ten?
We asked the team at Howard James Recruitment recently. The answers came thick and fast: astronaut, marine biologist, professional footballer, teacher, vet. Not one person said recruiter.
Yet here we are, working in recruitment—and genuinely loving what we do.
It’s a small exercise, but it carries a big lesson for anyone responsible for hiring: the best people rarely follow a straight line.
Why Linear Career Paths Are Rarer Than You Think
Most of us didn’t end up doing what we imagined at ten. We changed our minds. We discovered new interests. We followed opportunities we didn’t know existed. We adapted.
The same is true of the talent pool you’re recruiting from today. The career switcher who brings fresh thinking. The candidate whose CV doesn’t tick every box on your specification but whose curiosity, resilience and transferable skills make them exceptional. The person who took a detour and came back stronger.
If your hiring process is built around rigid criteria—Must have five years in this exact role, Must have worked in our sector, Must have this precise qualification—you risk screening out some of the most capable people.
Potential vs Pedigree
We’re not suggesting you abandon standards or hire on enthusiasm alone. But there’s a difference between essential requirements and wish-list thinking.
When we assess candidates on behalf of our clients, we speak to every person we introduce. We ask about their motivations, their problem-solving ability, how they’ve adapted in the past. We look for drive, learning agility and cultural fit—not just a carbon copy of the last person in the role.
Some of the best hires we’ve seen have been people who didn’t follow the expected path. They brought something different precisely because their journey was different.
What This Means for Your Hiring
Take a fresh look at your job specifications. Are you asking for what the role truly needs, or what feels safe?
Consider candidates with adjacent experience or transferable skills. A strong communicator from a different sector may outperform a mediocre candidate from within your industry.
Be open to career changers. They often bring energy, perspective and a genuine commitment to making the switch work.
And remember: ten-year-old you probably wasn’t right about everything. Neither is a hiring brief that hasn’t been challenged in years.
How We Help Employers Hire Smarter
At Howard James Recruitment, we don’t just send CVs. We provide honest advice on your hiring requirements, realistic salary guidance, and candidates we’ve personally spoken to and assessed.
We work across the UK, supporting permanent, contract, interim, executive search and high-volume recruitment. Every introduction is made with your commercial needs in mind—and an understanding that the right person might not look exactly like you expected.