Thoughts on Years of Experience in Job Postings

In Career Readiness, Character Education by Trent RhodesLeave a Comment

How Important Are Years of Experience (YoE) in a Job Posting?

Like education requirements, this is an area for revision.

Quantitatively, this is the amount of time a person has been immersed in a space. If John Doe has 3 years of experience, it can mean he’s been “in the field” for three years, but this does not guarantee that his proficiency in the field is high.

Joe Doe, who’s been in the field for 1 year would be assumed less competent than John with 3 following this idea.

Qualitatively, John and Joe’s proficiency would depend on several factors:

  • Performance tracking
  • Methods applied to improve
  • Emotional maturity
  • Cognitive intelligence
  • Resilience
  • Drive
  • Natural aptitudes among others. Qualitatively, it’s possible that Joe learned and developed more in 1 year than John in 3. The error in YoE thinking is the assumption that the sheer experience number equates to future value; the higher the number the better, the lower the less value despite the candidate’s other qualities. What’s a solution? Due diligence to use more criteria for evaluating candidates other than YoE: proof of industry, skill demonstration wherever it came from, character strengths, transferable skills.

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