Breaking into a new industry should be challenging but achievable for qualified individuals, right? Yet, career shifters often find that’s far from reality. Despite their skills, motivation, and adaptability, many face subtle—and sometimes overt—barriers known as gatekeeping.** This phenomenon goes beyond just needing to ‘catch up’ on industry knowledge; it involves exclusive jargon, unwritten rules, and biases that shut out even the most qualified professionals trying to make a shift.
Here, we’ll delve into the problem of gatekeeping in various industries, the hidden barriers career shifters encounter, and practical ways to overcome these obstacles.
1. The Power of Exclusive Jargon
Most industries develop their own language, using technical terms and abbreviations to facilitate faster communication among insiders. But for outsiders, particularly career shifters, this exclusive jargon can be a significant barrier to entry. Even if a career shifter learns the terms, not having ‘insider’ experience in using them often becomes a reason for dismissal.
For instance, fields like tech and finance are notorious for their specialized terminology. A career shifter might possess the same analytical or problem-solving skills but struggle to be taken seriously because they haven’t been “speaking the language” for years. This can lead to assumptions from hiring managers that the candidate lacks core expertise or that their skills may not transfer, even when they do.
Solution: Career shifters can familiarize themselves with industry jargon through self-study, industry-specific podcasts, or even informational interviews with insiders. Demonstrating fluency in key terms on a resume or during interviews can help close this gap and break down initial biases.
2. The Unwritten Rules of ‘Fitting In’
Every industry has unwritten rules, those behavioral norms and expectations that aren’t found in any handbook but play a crucial role in being accepted within a field. From dress codes to communication styles and even attitudes toward hierarchy, these norms can present a significant barrier for career shifters.
Take, for example, the advertising industry, where an informal communication style and the ability to quickly adapt to trends are often expected. A career shifter from a corporate or legal background might be unfairly judged as ‘too rigid’ or ‘not creative enough’ based solely on industry stereotypes.
**Solution**: Research the company and its culture thoroughly, including dress codes, employee testimonials, or networking with current employees. Adapt your approach while being authentic to avoid falling into conformity traps that might harm long-term success.
3. Implicit Bias Against Non-Linear Career Paths
One of the biggest hurdles career shifters face is the bias against non-linear career paths. Many hiring managers equate industry experience with expertise and may view someone shifting careers as ‘less serious’ or likely to jump ship again. This mindset disregards the fact that skills in problem-solving, critical thinking, and adaptability are often honed in diverse roles, and career shifters bring fresh perspectives that can drive innovation.
For example, career shifters moving into tech may find hiring managers skeptical of their skills even if they’ve acquired new certifications and projects that demonstrate their abilities. Insiders may feel they “know best,” leading to dismissive attitudes about those who come from different backgrounds.
Solution: Career shifters should craft a compelling narrative around their career change, focusing on the unique value they bring and explicitly tying past experiences to the demands of the new role. Showcase adaptability and willingness to learn while providing concrete examples of how those skills translate effectively.
4. Networking Barriers and the ‘Old Boys’ Club’
Networking is vital in many industries, but it can be particularly challenging for career shifters who often lack the established connections to get a foot in the door. Many sectors, especially highly networked industries like finance, media, or politics, operate within an “old boys’ club” mentality, where jobs are filled through referrals and insider recommendations.
This lack of access to industry networks means career shifters may miss out on job leads, mentorship opportunities, and insights into what’s truly valued in a role. It also makes it difficult to build credibility in the eyes of hiring managers who value personal connections.
Solution: Career shifters can build connections through informational interviews, networking events, or industry-specific online communities. Engaging with industry-related content on platforms like LinkedIn can also increase visibility and build rapport with insiders.
5. Overemphasis on Credentials and “Experience Only” Requirements
In some fields, industry gatekeeping manifests through stringent job requirements that prioritize years of experience over actual skills. This focus on time-in-role tends to overlook highly capable candidates who’ve developed equivalent or even superior skills in different settings.
The legal and healthcare sectors, for instance, are known for emphasizing specific credentials and job titles. Career shifters with transferable skills may find that without particular qualifications, like years in practice or certification, they’re dismissed regardless of their ability to perform the job well.
**Solution**: It’s crucial for career shifters to leverage skills-based resumes that highlight relevant accomplishments rather than job titles. During interviews, they should emphasize their ability to learn quickly and share examples of how they’ve successfully adapted in past roles.
Final Thoughts: Pushing Through the Gate
The truth is that many industries and companies are losing out on qualified, talented professionals by upholding exclusive, outdated, or narrow hiring practices. The very skills that career shifters bring—adaptability, resilience, and a fresh perspective—are often what teams need to stay innovative.
As the workforce becomes increasingly diverse and non-linear, the pressure to adopt more inclusive hiring practices is mounting. For companies, this means revisiting what ‘qualifies’ someone to be a strong candidate. And for career shifters, it’s a reminder to be persistent, resilient, and strategic in showing the unique value they can bring.
Gatekeeping won’t disappear overnight, but with these strategies, career shifters can start chipping away at those walls and make their case to be included in spaces where they belong.
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