Hiring is tough these days. Everyone wants top talent, but it feels like top talent is hiding in a cave somewhere. Millions of resumes, interviews, and still—some roles just stay empty. Here’s the thing: maybe you’re looking in the wrong place.
TL;DR:
Many companies overlook incredible talent pools that are filled with skilled, eager people. These candidates often get missed due to outdated hiring habits. Including these groups in your strategy can widen your options and bring amazing new perspectives to your team. It’s time to think beyond the usual resumes.
1. Return-to-Work Professionals: The Comeback Champs
Life happens. People take breaks—for parenting, caregiving, health, or personal growth. Many of these people want to return to work and still have valuable skills.
But they get ignored. Why? Because their resume has a gap. And many hiring managers still see that as a red flag. It shouldn’t be.
Why they’re great:
- They’ve got real-world experience.
- They’re often hungry for a challenge.
- They’re highly motivated to prove themselves.
Some large companies like IBM and Goldman Sachs now run returnship programs. You can do the same—even on a smaller scale.
2. Veterans: Mission-Ready Talent
Military veterans bring a bunch of skills that most corporate workers dream of.
Think:
- Leadership
- Discipline
- Problem-solving under pressure
Still, veterans often get overlooked. Why? Because military titles don’t match up perfectly with corporate job descriptions. That’s it. But that mismatch is easy to bridge with a little effort.
Pro tip: Don’t just say “We support troops.” Back it up by creating hiring pathways for them.
3. Candidates Without a Degree
No diploma? No problem.
More and more companies are starting to realize that talent doesn’t always come with a degree. Especially in tech, design, marketing, and trades—experience often trumps education.
The benefits of hiring non-degreed talent:
- You get people who learned by doing.
- They think differently. Less textbook, more real-world.
- You open your search to a giant pool of candidates who were previously ignored.
Google, Apple, and IBM have tossed degree requirements for many roles. It’s working out just fine for them.
4. People with Disabilities: Hidden Strengths
This is arguably the most overlooked group of all. People with disabilities bring unique perspectives, resilience, and creativity to the table.
Yet, many don’t even get to the interview stage. Why? Bias. Assumptions. Lack of accessibility. All things a smart company can (and should) fix.
Why it matters:
- 1 in 4 adults in the U.S. has a disability.
- Only 19% are employed.
- That’s millions of skilled minds waiting to contribute.
It’s not just the right thing to do—it’s a genius move if you want results.
5. The Formerly Incarcerated: Talent That Deserves a Second Chance
This one makes some people nervous. But it shouldn’t.
There are over 70 million Americans with a criminal record. Many are highly skilled and eager to work, but they’re stuck in a system that holds back opportunities.
Hiring them benefits everyone:
- It reduces recidivism.
- It diversifies your talent pipeline.
- It builds a reputation for fairness and humanity.
Companies like Koch Industries, Starbucks, and Johns Hopkins Hospital are already hiring this way. You can too.
6. Self-Taught Workers: Masters of Drive
Meet the YouTube learners, the online course junkies, the trial-and-error magicians. These are people who teach themselves how to do amazing work.
They didn’t go the traditional road, but their skills are just as sharp—sometimes sharper.
Why they’re awesome:
- They take initiative. They didn’t wait for permission to learn.
- They’re resourceful.
- They’re often ahead of the curve on tech and trends.
Instead of asking for credentials, ask to see a project. Their work will speak louder than any résumé.
7. Older Workers: The Wisdom Keepers
Too many companies idolize youth and overlook experience. That’s a big mistake.
Older professionals bring decades of insights, people skills, and often a strong work ethic. Plus, many are staying in the workforce longer and are looking for meaningful challenges.
Don’t let bias rob you of great talent.
Hiring older workers gives you:
- Mentorship opportunities
- A calmer, wiser approach to team dynamics
- Steady hands in stressful times
8. Freelancers Who Want Full-Time Stability
The gig economy is thriving, but not all freelancers want to stay gigging forever. Many are on the lookout for the right full-time gig but are assumed to be “commitment-phobic.”
Reality check? Plenty of freelancers are tired of chasing invoices and uncertain paychecks. They’re ready—and they bring loads of experience from multiple industries.
Why they’re valuable:
- They’re versatile.
- They’re excellent at managing themselves.
- They’ve seen it all—and adapted to it.
Time to stop skipping those “freelance-heavy” résumés.
So, How Do You Tap Into These Hidden Pools?
Step one: Shake up your job postings. Remove phrases like “must have X years at company Y” or “must have a degree.” Focus on skills and outcomes instead.
Step two: Partner with organizations that support these groups. Veteran groups, reentry programs, disability networks, etc. There are dozens ready to help you connect with great people.
Step three: Invest in inclusive recruiting. Train your hiring managers. Build processes that allow non-traditional candidates to shine.
Bottom Line
The best person for the job might not look like the cookie-cutter image you have in your head. And that’s a good thing.
By tapping into these hidden talent pools, you gain access to people with grit, heart, and game-changing perspectives.
Stop looking only where everyone else is. Your next superstar might be in the pile you were about to ignore.
