A lot of organizations are still following a format for requirements focused on years of experience. A “year of experience” isn’t a consistent or equally comparable way to measure anything.
Instead of assuming that a person would have experienced the things needed to do the job successfully in a given period of time… why not just list the requirements as the problems that need to be solved?
Why not cater the interview process to focus on the person’s ability to solve said problems?
Worried about a less accurate pre-screening process? Ask them to answer some difficult questions instead of writing a cover letter.
Worried about hiring under-qualified people? Start making trial projects part of your process.
I’m not bothered by organizations passing on me because they don’t see what they are looking for.
I’m bothered by how stifled innovation across the industry will be if we keep missing our chance to let the right people solve the hard problems.
Again… I have no interest in working in the talent acquisition or hiring space, but I’m hoping someone out there is working on this as something that can be adopted across the industry.
Seriously though… How much of your own experience from 10+ years ago is still relevant to what you’re doing now?
Leave a Reply