This is not just a cliché or esoteric business strategy, it's a practice.
If you read my blogs, it is fairly clear, I'm all about change. Here are two situations where "outside-the-box" thinking was successful when applied to hiring.
Maintaining my philosophy, "If the people grow, the company will grow," I needed a manager who could apply this principle. It took quite a bit of time and I actually when through two previous hires, before landing someone with the right blend of qualifications.
Did he come from the marketing/advertising industry? No. I hired a professor. A person with all the industry skill sets and the added punch of knowing how to convey this knowledge. He could also motivate. He built on the staff's current strengths and taught them new skills. On the management team, he brought a broad perspective.
Next, I needed a Business Manager. A prevalent practice of mine, when building organizational structures.
Did she come from the marketing/advertising industry? No. I hired a financial analyst from the banking industry. I needed a number cruncher. She brought not only accounting skills, but helped me set up productivity metrics. On the management team, she brought an outside-the-industry perspective. It worked.
This philosophy can be applied in any position. Don't look for the candidate that matches every detailed bullet point in the job description. If you do find such a person, you will get what you don't need–change or new thinking. Look for skill sets. Skill sets that can be applied to your real needs. These skill sets are referred as – transferable.
Examine your job postings. Do they represent functional duties or skill sets? If you require help determining your needs or examining this subject matter, hire a consultant (like me). Consultants bring an unbiased "out-your-box" viewpoint, as well as their broad experiences.