I have been watching advertisements on TV for "experienced" applicants. This sounds good, but if you look deeper, it is a total "myth". That is what this blog is all about.
Like I have pointed out in the past, you first need a clear objective and exactly what it that? You need to hire a person who can do the job, but a lot more. You need someone who can not only do the job, but can grow with the job and possibly be promoted to a different job in the future. When you look at an applicant with experience, you have to ask, "how did they get that experience?" Who taught them what they needed to know? Do you think that you could teach better than that other person? It is the trend that people change jobs today, a lot more often than they did in the past. Thus you need to try to hire people who can make those changes when the time comes and it will. Are you starting to see the problem with just considering experience?
To meet the objective above, you need a person who is "smart" and who can adapt to new situations. You have heard of people described as "fast learners". Those types of people really do exist and you need a way to find them. How about "work ethic"? I think that you know that a person with lots of experience can also be low on the work ethic side. What if a person has too much experience? I mean, what if they have been in the very same job for a long time. Is there a reason for that? When I was in college many years ago, I had a professor in Industrial Psychology who was promoting a concept called "MAQ". It stood for management advancement quoation. Boiled down, it was the ratio of age and management level. Here is an example. Let's say we have two candidates of different ages but who hold similar level jobs. The "MAQ" concepts says that the younger candidate is the preferred one. I think that you can see why. Like most things related to human performance, none of these measures are "exact", but they are much better than 50/50 and that is the game one is playing in the selection process.
This is a little repeat, but bear with me. In the interview process, you need to find out if the person has come into their experience by way of an algorithmic or empirical path or an analytical one. Empirical knowledge suffers from the fact that it is often domain specific and thus can not be extended to new situations, where as, analytical knowledge is based on sound proven principles that apply universally. This is a critical point to determine in the interview process. As you can see, some experience may be worse than no experience at all.
I know that many managers responsible for hiring go by the principle that, "They need to hire people smarter than themselves". It is impossible to for a manager to manage people if they do not know how to do the job themselves. You only have to look at successful technical companies to see that this is true. In most cases, it is better to hire a person with potential and then train them yourself.
A final point. As jobs change and we all know that they are changing very fast, it will become more and more difficult to find people who have experience in future jobs that are not yet even defined. Empirical knowledge become more and more worthless while analytical knowledge becomes more valuable. Most experience is thus empirical and is a myth as it may apply to the future.
Like I have pointed out in the past, you first need a clear objective and exactly what it that? You need to hire a person who can do the job, but a lot more. You need someone who can not only do the job, but can grow with the job and possibly be promoted to a different job in the future. When you look at an applicant with experience, you have to ask, "how did they get that experience?" Who taught them what they needed to know? Do you think that you could teach better than that other person? It is the trend that people change jobs today, a lot more often than they did in the past. Thus you need to try to hire people who can make those changes when the time comes and it will. Are you starting to see the problem with just considering experience?
To meet the objective above, you need a person who is "smart" and who can adapt to new situations. You have heard of people described as "fast learners". Those types of people really do exist and you need a way to find them. How about "work ethic"? I think that you know that a person with lots of experience can also be low on the work ethic side. What if a person has too much experience? I mean, what if they have been in the very same job for a long time. Is there a reason for that? When I was in college many years ago, I had a professor in Industrial Psychology who was promoting a concept called "MAQ". It stood for management advancement quoation. Boiled down, it was the ratio of age and management level. Here is an example. Let's say we have two candidates of different ages but who hold similar level jobs. The "MAQ" concepts says that the younger candidate is the preferred one. I think that you can see why. Like most things related to human performance, none of these measures are "exact", but they are much better than 50/50 and that is the game one is playing in the selection process.
This is a little repeat, but bear with me. In the interview process, you need to find out if the person has come into their experience by way of an algorithmic or empirical path or an analytical one. Empirical knowledge suffers from the fact that it is often domain specific and thus can not be extended to new situations, where as, analytical knowledge is based on sound proven principles that apply universally. This is a critical point to determine in the interview process. As you can see, some experience may be worse than no experience at all.
I know that many managers responsible for hiring go by the principle that, "They need to hire people smarter than themselves". It is impossible to for a manager to manage people if they do not know how to do the job themselves. You only have to look at successful technical companies to see that this is true. In most cases, it is better to hire a person with potential and then train them yourself.
A final point. As jobs change and we all know that they are changing very fast, it will become more and more difficult to find people who have experience in future jobs that are not yet even defined. Empirical knowledge become more and more worthless while analytical knowledge becomes more valuable. Most experience is thus empirical and is a myth as it may apply to the future.