What if your next top performer isn’t from the automotive aftermarket?

Insights Shared by Robert Cox.

In a market where talent is stretched, some of the strongest hires don’t always come from the most obvious places. Of course, proven aftermarket experience still has real value, but have you also considered people from aligned industries who bring genuinely transferable skills?

Relationship building, commercial awareness, territory management, technical adaptability.… with the right support, candidates with these strengths can often hit the ground running, even if they haven’t worked directly in the aftermarket before.

And let’s be honest, it usually comes down to results.

It’s less about where someone has worked and more about their attitude, adaptability, and ability to connect with customers. The businesses that continue to grow tend to be the ones willing to look beyond the perfect CV and back potential.

The wider labour market supports this way of thinking. Around 21% of UK workers are planning a career change in the next 12 months, driven by shifts in pay expectations, flexibility, and job satisfaction. Yet confidence is still a blocker as 72% underestimate how transferable their core skills really are, particularly in communication, problem-solving, and relationship management.

Labour mobility is already happening at scale. More than 1.2 million people changed industries in 2024, and forecasts suggest continued growth in priority roles over the coming years. That means employers who widen their talent pool sensibly and with the right onboarding put themselves in a much stronger position.

We’re also seeing this play out in real terms. Over the past 12 months, around 45% of the candidates successfully placed by Glen Callum Associates have come from adjacent or allied industries. Even as specialist recruiters in the automotive aftermarket, this shows that strong hires aren’t defined purely by sector background. Bringing people in from outside the immediate industry often introduces fresh thinking, new commercial approaches, and different ways of solving familiar problems. When combined with aftermarket expertise already within the business, this blend can strengthen teams, challenge the status quo in a positive way, and ultimately drive better results.

The message is simple: if hiring is limited only to people who have “done it before” in your sector, you may be missing out on motivated, capable individuals who could outperform expectations. In today’s market, mindset and transferable skills matter more than ever  and the organisations that recognise that tend to be the ones best placed for long-term success.

And just to be clear, as industry specialists, we will always look to recruit from within the automotive aftermarket first as that experience and knowledge is invaluable. However, our understanding of the sector also allows us to identify when and where bringing in talent from outside can add real value. When needed, we know exactly what skills, behaviours, and experience will translate successfully, and how to make that transition work for both the individual and the business.

Robert is a Senior Recruiter at Glen Callum Associates with decades of experience recruiting across multiple sectors. For the past five years, he has specialised in the automotive aftermarket, working closely with hiring managers to advise on the most effective ways to build and strengthen their teams.

Contact Robert at robert@glencallum.co.uk or 07398 204832

Sources – Statista, Gov.UK, The Global Recruiter, Totaljobs, GCA Stats